2025 Criteria and Procedures for the Appointment, Promotion and Tenure of Faculty
Note: The 2022 Procedures (Word) may continue to be used until [August 24, 2027].
I. Overview
These guidelines define the criteria and process for appointment, promotion, and tenure of faculty in the Charles E. Schmidt College of Medicine (COM). Faculty are appointed to specific tracks aligned with their academic roles and expected contributions in the areas of teaching, research/scholarship, clinical service, and academic leadership.
Faculty tracks reflect the array of roles required to support the college's academic, clinical, and research missions. These tracks include Tenure Track, Educator Track, Clinical Educator Track, Clinical Practice Track, Research Track, Instructor Track, and Medical Librarian Track. Faculty are appointed based on their qualifications, and promotion occurs through demonstrated excellence and sustained contributions aligned with the mission of the College.
II. Faculty Tracks, Titles, Appointment and Promotion Criteria
A. Scientist and Clinician Scientist Track (Tenure Track)
Titles: Assistant Professor, Associate Professor, Professor
1. Appointment Criteria:
- Terminal degree (e.g., PhD, MD, DO), with completed postdoctoral training and/or residency, as appropriate.
Appointment or promotion to the rank of Assistant Professor on the Tenure Track requires clear potential for developing an independent research program, as demonstrated by formal research training, early publications, and actual or potential success in obtaining peer-reviewed funding. Candidates are expected to promptly establish an independent research program, contribute to teaching, and, where applicable, participate in clinical care. Evidence of teaching ability or promise, as well as interest and capacity for institutional and professional service is also expected.
2. Primary Roles
The tenure track emphasizes excellence in research—both independent and collaborative—teaching, service, and, where applicable, clinical practice. Candidates are expected to publish scholarly work, attain national recognition, and contribute to the academic mission. Responsibilities include conducting research aimed at sustained funding and national impact, teaching medical and graduate students, providing service to the department, college, and profession, and participating in mentorship and leadership development. Clinical duties may be part of the role for clinician-scientists.
3. Promotion Criteria
Assistant Professor to Associate Professor
Applicants seeking promotion to the rank of Associate Professor will typically have at least 5 years of experience at the rank of Assistant Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year. Consideration cannot be deferred beyond the sixth year.
Appointments and promotions to Associate Professor on the Tenure Track are based on demonstrated productivity at the current rank, primarily through original and independent scholarly contributions, grant funding, and/or clinical success where appropriate. Time in rank alone does not warrant promotion. The criteria below are listed in their typical order of importance.
Scholarly Accomplishments: Candidates must demonstrate leadership in a substantial body of original research—whether basic, translational, clinical, or health services—that advances their field and garners national recognition, as affirmed by external letters from senior, unaffiliated peers. They are expected to have formulated original research questions, secured competitive peer-reviewed funding (e.g., NIH, NSF), led research teams, presented at scientific meetings, and published as first or senior authors in high-impact journals. A sustained record of peer-reviewed publications as lead or senior author is expected, with an emphasis on the quality, impact assessment, influence on clinical practice, and significance of the work, rather than the quantity of publications.
Teaching: Excellence in teaching is required and may be demonstrated through development of new courses, degree programs, leading or team teaching of courses, mentoring MS, PhD students and/or postdoctoral fellows, participating in thesis committees, developing instructional materials, and engaging in clinical teaching where applicable. Evidence of teaching effectiveness, supported by positive evaluations from students and peers is also expected.
Clinical Excellence (if applicable): Peer evaluations from faculty and health professionals, recognition for consultative expertise or productivity, and Board certification (or equivalent) are expected. Candidates should demonstrate outstanding clinical care, a regional reputation, referrals for complex cases, as appropriate, and strong peer and trainee evaluations.
Service: Meaningful contributions through, but not limited to, institutional or external committee work, mentoring, curriculum development, institutional administrative roles, oversight of research programs, participation on grant review panels, serving as journal reviewers and/or as editorial board members, and leadership in professional organizations, beyond routine responsibilities.
Recognition: Candidates should also demonstrate growing regional or emerging national recognition. In addition to unbiased external letters, national recognition may be shown through, but not limited to, invited lectures or visiting professorships; presentations at national or regional meetings; leadership roles in professional societies; service on editorial boards or as manuscript or grant reviewers; participation on national committees, panels, or boards; organizing academic meetings; and leading accredited training or fellowship programs.
Associate Professor to Professor
Applicants seeking promotion to the rank of Professor will typically have at least 5 years of experience at the rank of Associate Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year.
Promotion to Professor on the tenure track is a distinguished honor that reflects a rigorous evaluation of accomplishments since appointment as an Associate Professor. While the core criteria remain consistent, expectations are significantly elevated. Candidates must demonstrate sustained excellence and national or international recognition, with clear evidence of having influenced the direction of their discipline. This includes, but is not limited to, a strong and sustained record of extramural funding as Principal Investigator, continuous scholarly productivity with high impact, national or international recognition and leadership, excellence in teaching and mentorship, excellence in clinical care (if applicable), and significant contributions through mentoring, academic leadership, and service in academic and professional settings.
B. Educator Track (Non-Tenure)
Titles: Assistant Professor, Associate Professor, Professor
1. Appointment Criteria
- Terminal degree (e.g., PhD, MD, DO, EdD) with completed postdoctoral training, as appropriate.
Appointment to Assistant Professor on the Educator Track requires demonstrated potential in teaching, educational or field-related scholarship, and, when applicable, administrative responsibilities. Primary emphasis is placed on teaching and scholarly activity. Faculty on this track are expected to engage in recognized scholarship consistent with their assigned effort. Candidates should have appropriate evidence of effective teaching, interest or experience in medical education, involvement in curriculum development or innovation, teaching in preclinical settings, and potential for excellence in instructional roles.
2. Primary Roles
Candidates are typically expected to contribute to medical education through teaching in preclinical, clinical, or biomedical curricula, curriculum design and innovation, mentoring, and educational scholarship. Additional assigned responsibilities may include educational leadership, faculty development, and scholarship in health professions education.
3. Promotion Criteria
Assistant Professor to Associate Professor
Applicants seeking promotion to the rank of Associate Professor will typically have at least 5 years of experience at the rank of Assistant Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year.
Appointment or Promotion to Associate Professor on the Education Track is based on demonstrated excellence in education, scholarship, service, and, if applicable, administration, as appropriate for their assigned effort.
Education: Excellence in education, including teaching, curriculum development, mentoring, and advising across various learner levels and settings (classroom, community), are the primary criteria. Candidates should demonstrate teaching excellence through student and faculty evaluations, peer review, and recognition such as awards.
Scholarship: A record of scholarly activity in education and/or their field of practice, as appropriate for their assigned effort. A substantial portion of the work should be peer-reviewed and, optimally, thematically focused. Examples include published educational materials, book chapters, innovative curricula, and contributions to educational research.
Service: Service includes, and is not limited to, roles within the institution, professional organizations, and community, beyond routine responsibilities is expected. Leadership in curriculum development, course direction, and educational innovation is also important.
Administration (if applicable): Faculty with administrative responsibilities must demonstrate program success through, but not limited to, measurable outcomes, innovation, accreditation achievements, fiscal responsibility, and scholarly contributions to program leadership or education.
Recognition: A strong local, regional, and national reputation as an educator supported by unbiased letters from external and internal referees.
Associate Professor to Professor
Applicants seeking promotion to the rank of Professor will typically have at least 5 years of experience at the rank of Associate Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year.
Appointment or promotion to Professor on the Teaching Track recognizes exceptional achievement in education and educational scholarship. Candidates must meet all criteria for Associate Professor at a higher level, with the majority of accomplishments occurring during their time in that rank. Professors should have a national reputation for leadership or pioneering contributions in education and/or their field of practice, supported by a sustained record of scholarship. This includes significant and ongoing leadership in curriculum or assessment initiatives, mentorship of faculty or students in education, national impact in medical education or pedagogy, and continued contributions to the educational literature.
C. Clinical Educator Track (Non-Tenure)
Titles: Assistant Professor, Associate Professor, Professor
1. Appointment Criteria
- MD or DO (or acceptable equivalent) with active state medical licensure.
Appointment to Assistant Professor on the Clinical Educator Track requires demonstrated potential in clinical care and teaching, educational or field-related scholarship, and, when applicable, administrative responsibilities. Candidates should develop evidence of effective teaching, interest or experience in medical education, involvement in curriculum development or innovation, teaching in clinical settings, and potential for excellence in instructional roles. Candidates with clinical responsibilities should be Board-certified or be board-eligible with a 3-year grace period to achieve board certification in their primary and specialty disciplines. Faculty on this track are expected to engage in nationally recognized scholarship consistent with their assigned effort. Faculty with primary administrative roles are expected to engage in nationally recognized scholarship, service, or teaching.
2. Primary Roles
The Clinical Educator track emphasizes excellence in teaching, scholarship, service, and clinical practice, where applicable. While research is not required, faculty must produce a meaningful body of scholarly work. This track recognizes clinical faculty who demonstrate expertise in collaborative scholarship, education, administration, and clinical care. Faculty involved in health care must show board certification or equivalent (if applicable), sustained clinical excellence, a regional or national reputation, and clinical productivity aligned with their assigned effort. Those in administrative roles such as department chairs or leaders in community health must demonstrate administrative scholarship through publications, invited talks, or roles in accreditation and review bodies. Key expectations include clinical teaching of medical students and residents, institutional service, development and oversight of clinical programs, engagement in quality improvement and clinical scholarship, and demonstrated teaching or supervisory ability in clinical settings.
3. Promotion Criteria
Assistant Professor to Associate Professor
Applicants seeking promotion to the rank of Associate Professor will typically have at least 5 years of experience at the rank of Assistant Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year.
Appointment or Promotion to Associate Professor on the Clinical Educator Track is based on demonstrated excellence in education, scholarship, service, and, if applicable, administration, as appropriate for their assigned effort. Time in rank alone does not warrant promotion.
Education: Excellence in education is essential. Candidates should demonstrate excellence in clinical care and teaching, contribute to education through curriculum development, mentoring, and lectures, and actively engage in clinical mentorship.
Scholarship: Clinical Educators are not required to conduct research but must produce meaningful scholarly work such as peer-reviewed articles, reviews, book chapters, practice guidelines, or innovative teaching materials. Faculty engaged in community outreach should also contribute scholarly work related to those activities.
Administration (if applicable): Faculty with primary administrative duties must demonstrate program success through measurable outcomes, national certifications, fiscal responsibility, innovation, quality improvement, and scholarship related to program leadership, teaching, and clinical work (if applicable).
Service: Service includes, and is not limited to, roles within the institution, professional organizations, and community, beyond routine responsibilities. Leadership in curriculum development, course direction, and educational innovation is also considered.
Clinical Excellence (if applicable): Candidates are expected to have Board certification (or equivalent) and a record of outstanding clinical care. Regional reputation, referrals for complex cases, as appropriate, and strong evaluations from peers and trainees support this criterion. Additional expectations include involvement in quality improvement or clinical innovation, excellence in clinical practice, participation in scholarly activities.
Recognition: A strong local, regional, and national reputation as a clinician and educator, or administrator as appropriate, supported by unbiased letters from external and internal referees.
Associate Professor to Professor
Applicants seeking promotion to the rank of Professor will typically have at least 5 years of experience at the rank of Associate Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year.
Appointment or promotion to Professor on the Clinical Educator Track recognizes exceptional achievement as an educator, a collaborative investigator (if applicable), health care provider, and administrator, as appropriate for their assigned effort. Candidates must meet Associate Professor criteria at a higher level, with most accomplishments during that rank. Professors should be nationally recognized leaders or pioneers in education, scholarship, and administration. Key expectations include regional or national recognition through presentations and organizational roles, leadership in education, clinical programs, or professional societies, sustained contributions to clinical excellence and institutional service, and mentorship of junior clinicians alongside active involvement in institutional initiatives.
D. Clinical Practice Track (Non-Tenure)
Titles: Clinical Assistant Professor, Clinical Associate Professor, Clinical Professor
1. Appointment Criteria
- MD or DO (or acceptable equivalent) with active licensure and board certification.
Appointment or promotion to Assistant Professor on the Clinical Practice Track requires potential for growth in health care delivery. Candidates should be Board-certified or be board-eligible with a 3-year grace period to achieve board certification in their primary and specialty disciplines. Faculty appointed at this rank are expected to establish a local and regional reputation for clinical expertise and to assume teaching responsibilities in a timely manner.
2. Primary Roles
Most Clinical Practice Track faculty primarily focus on clinical work and bedside teaching. Faculty on the Clinical Practice Track are expected to bring substantial potential for advancing health care delivery. These faculty must possess the skills and knowledge necessary for excellence in health care and education and will be evaluated based on their individual expertise and unique contributions. All Clinical Practice Track faculty are expected to teach across various settings, as appropriate, including bedside, classroom, clinical, and community. Key responsibilities include clinical service, teaching medical students and residents, institutional service, delivering high-quality patient care, developing and overseeing clinical programs, and engaging in quality improvement activities. Although faculty on the Clinical Practice Track are not required to lead research programs or engage in advanced scholarly activities, meaningful intellectual contributions and collaborative participation in ongoing research is expected.
3. Promotion Criteria
Clinical Assistant Professor to Clinical Associate Professor
Applicants seeking promotion to the rank of Clinical Associate Professor will typically have at least 5 years of experience at the rank of Clinical Assistant Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year.
Appointment or promotion to Professor on the Clinical Track recognizes demonstrated excellence in the following areas, as appropriate for their assigned effort:
Health Care Delivery Excellence: Candidates typically must maintain Board Certification (or equivalent) and demonstrate sustained clinical excellence. They should be recognized regional experts who provide outstanding care, generate referrals, as appropriate, and show clinical productivity aligned with their effort. Evaluations and peer recognition should be supported by letters from senior faculty, health professionals, or trainees attesting to clinical expertise and performance. Evidence of excellent clinical productivity can include RVUs benchmarked against national standards, practice growth, improved outcomes, clinical innovation, advanced degrees or certifications, ongoing professional development, objective measures like patient satisfaction or peer reviews, and fellowship status in professional societies.
Teaching: Educational contributions can include teaching across clinical/bedside, classroom, and community settings. Mentorship of students or residents through scholarly projects or other appropriate activities is expected. Teaching excellence should be demonstrated through evaluations and, when applicable, awards or nominations.
Scholarly Activities: Faculty are encouraged to engage in research-supportive roles such as patient enrollment for clinical trials, interpretation of clinical data, participation in QA/QI initiatives, preparation of abstracts or scholarly presentations, mentoring trainees in scholarly projects or research, and presenting at professional meetings.
Service: Service may include activities or leadership roles within departments, hospitals, the college, or the University; leading quality improvement efforts or clinical guideline development; committee service with increasing responsibility including community outreach, mentoring junior faculty and trainees, and active involvement in professional societies.
Clinical Associate Professor to Clinical Professor
Applicants seeking promotion to the rank of Clinical Professor will typically have at least 5 years of experience at the rank of Clinical Associate Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year.
Appointment or promotion of a faculty member to a full Professor on the Clinical Practice Track requires careful evaluation of the faculty member’s clinical, teaching, and scholarly contributions. Candidates must meet Associate Professor criteria at a higher level, with most accomplishments during that rank. Candidates should be nationally recognized leaders or pioneers in clinical practice or have sustained contributions to clinical excellence in her/his specialty or subspecialty, as well as local recognition for education, scholarship, or administration.
Research Track (Non-Tenure)
Titles: Research Assistant Professor, Research Associate Professor, Research Professor
1. Appointment Criteria
- PhD, MD, DO, or acceptable equivalent in biomedical or related sciences with the potential for significant research productivity
Faculty on the Research Track engage in basic or applied biomedical and health care research, demonstrating exceptional scholarly achievement. Their primary role supports COM’s research mission, often through collaboration rather than leading independent programs. Most will report to lab directors and PIs although they may also provide expertise and leadership in managing core labs and clinical labs with advanced research technologies. Some may lead independent labs as Principal Investigators and senior authors but are evaluated mainly on research excellence. Teaching focuses mainly on supervising students and trainees involved in research but they may also teach graduate courses as assigned. Some may also have assigned administrative roles. To be eligible for Assistant Professor on the Research Track, candidates should have completed relevant research training and demonstrated research productivity.
2. Primary Roles
Research Track faculty focus on research and scholarship although there may be assigned teaching responsibilities as lecturers, thesis committee members, and course instructors. Their role includes conducting grant-supported research, collaborating on research teams and projects, and disseminating findings through peer-reviewed publications. Responsibilities may also include managing laboratories.
3. Promotion Criteria
Research Assistant Professor to Research Associate Professor
Applicants seeking promotion to the rank of Research Associate Professor will typically have at least 5 years of experience at the rank of Research Assistant Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year.
Appointment or promotion to Professor on the Research Track recognizes demonstrated excellence in the following areas, as appropriate for their assigned effort:
Scholarly Accomplishments: Candidates should demonstrate significant authorship and integral contributions on peer-reviewed publications, a record of multiple publications, active contribution in grant-funded projects, contributions as a co-investigator on funded research. Being a principal investigator is not required but adds support. Other scholarly works such as reviews or abstracts may be considered but carry less weight than publications and grants.
Recognition: In addition to external letters, national recognition may be demonstrated through invited lectures or visiting professorships, presentations at national or regional meetings, leadership roles in professional organizations, service on editorial boards or as manuscript/grant reviewer, participation on national committees, panels, and organizing academic meetings.
Teaching: Teaching in classrooms or other settings and mentoring in labs or related settings may not be required but supports promotion.
Service: Service includes, and is not limited to, roles within the institution, professional organizations, and community, beyond routine responsibilities. Extensive service is not expected but supports promotion.
Research Associate Professor to Research Professor
Applicants seeking promotion to the rank of Research Professor will typically have at least 5 years of experience at the rank of Research Associate Professor, with at least two of those years served at FAU. Credit for time at an equivalent institution should be acknowledged in their initial appointment letter. Application for promotion may occur during the 5th year.
Candidates should demonstrate a sustained record of high-level scholarship. Candidates must meet Associate Professor criteria at a higher level, with most accomplishments during that rank. Additional qualifications include mentoring junior investigators or trainees and leadership in collaborative research initiatives.
F. Instructor (Non-Tenure, Entry-Level)
Titles: Instructor
Instructors are typically candidates with an advanced graduate degree or equivalent, who have not yet completed a terminal degree but are actively pursuing it while teaching, or who have completed a residency/fellowship and are eligible for board certification (if applicable). This role allows up to three years to select a career path and faculty track. Appointments are for one to three years. Upon meeting promotion criteria, Instructors may advance to Assistant Professor on a designated track.
1. Appointment Criteria
Relevant graduate degree (PhD, MD, DO, or acceptable equivalent) with postdoctoral training and/or residency, as appropriate, in progress. Demonstrates early-stage teaching, research, or clinical skills with potential to provide support roles and develop professionally.
Appointment as Instructor does not require a designation of track. However, appointment as COM Instructor provides the new Instructor member up to 3 years to determine a career direction and associated track.
2. Primary Roles
This role provides support in teaching, laboratory, or clinical settings and is suited for transitional or early academic career stages. Responsibilities include supporting biomedical or clinical research or small-group or other teaching activities and engaging in early career faculty development with mentoring.
3. Promotion Criteria
Instructor to Non-Tenure-Track Assistant Professor
Promotion from Instructor to Assistant Professor requires documented teaching effectiveness, supported by evidence such as evaluations or feedback. Candidates should also demonstrate active participation in departmental initiatives, engagement in professional development activities, and contributions to course coordination or other forms of academic service. For those pending degree or training completion, reassessment for promotion should occur upon completion.
Instructor to Tenure Track
In some cases, instructors may be converted to Tenure-Track Assistant Professor Status. They are expected to have the same qualifications and follow the same process as outlined for Tenure-Track Assistant Professors. The time as Instructor does not count toward or against the time required to reach tenure.
G. Medical Librarian (Non-Tenure)
Titles: Assistant, Associate and Medical Librarian
1. Appointment Criteria
A master’s degree in Library Science from an ALA-accredited institution, or acceptable equivalent, with a minimum of two years of professional librarian experience (or equivalent) following the degree. A demonstrated record of productive scholarship and scholarly activity indicating university or local recognition is also required.
2. Primary Roles
Medical librarians play a vital role in supporting healthcare professionals, researchers, students, and patients by providing access to accurate and current medical information. They assist with literature searches, evidence-based practice, and research support, including systematic reviews and citation management. Medical librarians also teach information literacy, manage medical collections, support clinical decision-making, and curate institutional knowledge. Additionally, they oversee digital resources, promote library services, and contribute to the integration of research into clinical practice, thereby enhancing patient care, education, and scientific advancement.
3. Promotion Criteria
The criteria for promotion correspond with those described in the FAU Libraries Procedures & Guidelines for Promotion of Librarians. While excellence in librarianship is the primary criterion for promotion, scholarship and service are also essential.
Assistant to Associate Medical Librarian
Promotion typically requires a minimum of seven years at the current rank at COM or an equivalent institution.
To be considered for appointment or promotion at the rank of Associate Medical Librarian, the following criteria must be met:
Experience: A minimum of seven years of full-time equivalent (FTE) professional experience following the completion of the appropriate master’s degree is required. At least two of those years must be served in rank at Florida Atlantic University if seeking promotion. All time-in-rank requirements must be completed by the effective date of the promotion, which is the beginning of the contractual year immediately following the promotion process.
Job Performance: A documented record of effective job performance, as reflected in annual evaluations, is essential. This includes demonstrated proficiency in job knowledge, dependability, initiative, and professional attitude, as well as the capacity to perform at the fully developed skill level expected of an Associate Medical Librarian.
Professional Growth and Contributions: The candidate must show substantial contributions through increased responsibilities, continued professional growth, and a strong commitment to the library, the College, and the University, as well as to professional library organizations. A high level of expertise should be evident in support of the goals of the College, the University, and the profession. Individuals at this rank are expected to demonstrate significant professional judgment and leadership.
Scholarly and Professional Achievement: Clear evidence of distinction and commitment in scholarship, research, and/or creative activities is required. The candidate must demonstrate notable contributions to the advancement of librarianship and enhanced service to the College, the University, and the broader community, significantly exceeding the expectations for the Assistant Medical Librarian rank.
Associate to Medical Librarian
Promotion typically requires a minimum of seven years at the current rank at COM or an equivalent institution.
For appointment or promotion to the rank of Medical Librarian, candidates must meet all the criteria for Associate Medical Librarian at a higher level, with the majority of accomplishments achieved during their tenure in that rank.
Promotion to the rank of Medical Librarian requires a minimum of seven years of professional experience, including at least two years in rank at FAU, and is based on demonstrated excellence in librarianship, scholarship, and service. Candidates must show a record of superior job performance, leadership, and professional judgment, meeting and exceeding the criteria for Associate Medical Librarian. They are expected to contribute significantly to the library, college, university, and profession through sustained high-quality work, original scholarship, and active service. Distinction must be evident in at least one of the three core areas, with librarianship being the most heavily weighted.
III. Tracks Changes
Faculty appointments in the College of Medicine are made with careful consideration of the most appropriate track, based on each faculty member’s qualifications and professional objectives. Although transfers between tracks are generally discouraged, they may be allowed under limited and exceptional circumstances as described in this document. This document applies to all faculty members holding academic appointments in either tenure-track or non-tenure-track positions and outlines the procedures and criteria governing such transfers, including those within non-tenure-track roles and between tenure-track and non-tenure-track positions.
A. Transfers within Non-Tenure Tracks
Transfers among non-tenure tracks may be considered at the Assistant Professor level. Transfers at the Associate Professor level or higher will be considered only under exceptional circumstances. If a transfer is approved, the department chair will provide a letter detailing the terms of the new appointment. This letter must be signed by the faculty member, the chair, and the dean. It should clearly outline the College’s commitments regarding salary, title, resources, protected time, and mentoring. It must also specify expectations related to scholarship, clinical or professional duties, teaching, administration, and service, as well as a timeline for promotion eligibility, if applicable.
B. Transfer between the Non-Tenure and Tenure Track
Transfers between tenure-track and non-tenure-track positions must be initiated through a written request from the faculty member and should be clearly justified based on a genuine change in career direction. Approval is contingent upon the availability of a suitable position with appropriate funding and resources and upon the faculty member’s qualifications for the requested track. These transfers require approval from the department chair, college promotion and tenure committee, dean, provost, and president. The faculty member must specify in writing the track they wish to enter.
Transfers from Non-Tenure Track to Tenure Track
Non-tenure track Assistant Professors may request a transfer to the tenure track within three years of their initial appointment or promotion to non-tenure track Assistant Professor. The faculty member must submit a detailed written request to the department chair and dean, demonstrating how their teaching, scholarship or creative activity, and service either already meet or are reasonably expected to meet tenure standards. Tenure is not automatically conferred through this transfer. Instead, the faculty member enters the standard probationary review process for tenure. The total time to tenure eligibility will be calculated as nine years from the original non-tenure track Assistant Professor appointment, plus one additional year to account for the lack of protected time prior to transfer. Prior non-tenure track service must not negatively impact tenure evaluations. The transfer letter should clearly document institutional commitments regarding lab space, teaching load, start-up funds, and mentoring. Transfers at the Associate Professor level or above will be considered only under exceptional circumstances.
Transfer from the Tenure Track (or tenured rank) to a Non-Tenure Track
In exceptional cases, a tenure track Assistant Professor may request a transfer to a non-tenure track position within three years of initial appointment. Faculty members may choose to step off the tenure track (or tenured rank) for personal reasons, to focus on teaching or clinical work, or following an unsuccessful tenure review.
This requires a written request to the chair and dean, and concurrence from both the dean and provost. A written agreement must be signed clearly stating the new title and contract length, the criteria for renewal, the faculty member’s duties and responsibilities, and any changes to salary, workload, or institutional resources. By transferring, the faculty member relinquishes tenure rights (or ceases to accrue probationary credit if not yet tenured). The new role typically falls under renewable-term designations such as Educator, Clinical Educator, or Clinician, based on the College’s designated tracks. The agreement must state whether the transfer is permanent and clarify any changes to tenure-related benefits. It must also affirm that transferred faculty retain access to grievance and appeals processes available to all non-tenure track faculty. Importantly, no faculty member may be coerced or forced into relinquishing a tenured or tenure-track position. All transfers must be voluntary and thoroughly documented in the personnel file.
IV. Additional Appointment and Review
Initial Appointments above the Rank of Assistant Professor
Initial appointments are typically at the rank of Assistant Professor. However, individuals who have achieved a rank above Assistant Professor at a comparable institution can be considered for an initial appointment at that higher rank in the College of Medicine. Individuals can also be considered for appointment at a rank above Assistant Professor, and even above their previous rank, when their accomplishments warrant this consideration. In such cases the Chair of the Department with the approval of the Dean will notify the Chair of the Promotion and Tenure (P&T) Committee, who will then assign the two most appropriate committee members to review the candidate’s portfolio. The P&T Committee Chair will then notify the Department Chair of their recommendation, prior to the candidate receiving their formal offer letter from the College. Prior to completion of this process draft offer letters must indicate the proposed rank with the statement that formal review by the appropriate committee is pending. Any consideration of activities from outside institutions in promotion or tenure decisions must be outlined at the time of appointment in writing in the letter of appointment.
Tenure Upon Appointment
Available to highly accomplished faculty. Requires full internal review.
Post-Tenure Review
Every five years to assess continued excellence.
Standard time-in-rank framework credit for new hires
Applicants seeking promotion to the rank of Associate Professor will typically have 5 years of experience at the rank of Assistant Professor, with at least two of those years served at FAU; application for promotion may occur during the 5th year. In exceptional circumstances faculty may go up for promotion earlier with evidence of having completed all promotional requirements and approval of the Chair and Dean.
V: General Policy
This document outlines the criteria for appointment, promotion, and tenure for all faculty in the College of Medicine. These decisions are critical to maintaining the College’s quality and must be approached with the utmost professionalism. The College’s mission aligns with that of the University: teaching, research and scholarship, service, and patient care. These guidelines provide direction for all faculty, and the University Guidelines for Promotion and Tenure of Faculty should be followed regarding portfolio content and format.
This document also sets forth the College’s general expectations for promotion and tenure. Decisions are based on accomplishments and future potential in teaching, research/scholarship, patient care (as applicable), and service including administrative and leadership responsibilities not encompassed by the other categories. These overarching principles must inform each department’s more detailed criteria, which must be aligned with and at least as rigorous as the College’s standards. Departments may adopt more specific criteria, provided they do not conflict with or fall below the standards set by the College or the University. Both departmental and College criteria must meet or exceed University requirements.
All criteria, including departmental ones, take effect only after approval by the College of Medicine Faculty Assembly, the Dean, and the Provost’s Office. The College will review its standards every five years to ensure continued alignment with its mission.
Grandfathering Clause: Faculty who apply for promotion or tenure within two years of the approval of revised criteria may choose to be evaluated under either the previous or the new standards. After that period, only the new criteria will apply.
Evaluations will reflect each candidate’s offer letter and annual assignments across teaching, research/scholarship, patient care, and service. Clear, written criteria at the unit level must define the standards and evaluation methods used to assess eligibility for promotion and/or tenure. Candidates’ records must be reviewed fairly and objectively, in the context of their assigned responsibilities.
VI: Procedure for Granting Promotion and/or Tenure
Promotion and Tenure Review Steps
- Dossier Preparation - Includes CV, personal statement, teaching evaluations, research, scholarship, administration, and service, as appropriate for the track.
- Independent letters summarizing the candidate’s qualifications:
- At least three letters of reference must come from reviewers outside the university, at or above the rank for which the candidate is being considered. Referees must be acceptable to the Chair based on their expertise in the candidate’s field. Five letters are preferred, when possible, for broader evaluation. To ensure objectivity, letters should not come from individuals closely associated with the candidate, such as graduate advisors, current or prior mentors, or frequent collaborators. The candidate will provide the Chair for review with a list of potential reviewers with the appropriate expertise in the candidate’s area.
- Up to two additional letters may come from research collaborators, advisors, mentors, mentees, students, or colleagues at FAU or other institutions with which the candidate has been affiliated.
- The Chair will assure that no conflicts of interest exist that would disqualify the reviewer and approve the final list. The Chair may add additional reviewers if that would enhance the evaluation process. The finalized draft list will be provided to the Dean for final review and approval.
- The candidate should not directly contact the reviewers.
- The letter requests will be sent to the reviewers by the office of faculty affairs on behalf of the Chair.
- Department P&T Committee Review - Committee votes and provides detailed rationale.
- Chair’s Evaluation
- COM P&T Committee Review - Review for consistency with college standards, votes and provides detailed rationale.
- Dean’s Recommendation - Assessment and endorsement or non-endorsement.
- University-Level Review - Review for consistency with college standards, required for tenure.
Departmental Review
Candidates should acquaint themselves with all relevant documents and policies. The Chair is responsible for directing each new faculty member to the relevant promotion and tenure policies, as well as criteria for evaluations. Many of these materials are posted on the website of the Provost, the College, and/or the department and college.
Regular feedback, advice, and assistance shall be a part of the process at minimum during annual or more frequent evaluation meetings. Annual performance evaluations must be conducted and provide the opportunity to discuss the criteria for and the preparation of the faculty member for promotion. These annual evaluations should be considered in the promotion and/or tenure process, although as stated above success annually does not guarantee promotion and/or tenure. The annual evaluations of untenured faculty must include a separate component that fairly appraises the faculty member's progress towards tenure and, toward promotion to the appropriate rank above their current rank. In addition, an appointee to a tenure- track position shall receive, in the third year of his/her or their service, a formal written review at both the department and college levels. For employees awarded years toward tenure, these years count toward the Third Year Review. For mid-year hires, the timing of the Third Year Review needs to be consistent with scheduled tenure application. Faculty members eligible for promotion to Full Professor may request formal appraisal of their progress towards promotion at the time of their annual evaluation. Faculty members' annual assignments must be considered in evaluating progress toward promotion, and Third Year Reviews must be in writing and include constructive suggestions and a suggested plan of action. As stated above, successful annual or optimistic Third Year Reviews, however, do not guarantee tenure or continued employment. Until the time tenure is granted, a candidate may be separated for any reason without cause in accordance with University policy.
Departmental committee evaluations of individuals for promotion and/or tenure should be made after a departmental committee meeting that includes a discussion of the case and consideration of the appropriate criteria and a secret ballot polling the appropriate departmental committee. In tenure considerations, those eligible to vote are only the tenured members of the appropriate department. Committee members who have a conflict of interest should recuse themselves from the discussion and the voting on the candidate with whom a conflict of interest exists.
The materials that should be assembled are those that support the case for excellence for associate professors and distinction for full professors in the area of greatest effort. In other areas of the assignment, evidence of proficiency should be provided.
The materials are reviewed at the departmental and college level and should include all of the materials submitted to the university level as stipulated in the Provost’s Memorandum on portfolio preparation. The departmental committee will issue a memorandum to the chair, reporting the numerical results of the poll of the faculty eligible to vote and, as best as can be discerned, the reasons for the vote, preserving the anonymity of the faculty members. Committee member names, voting and non-voting, must be listed in the memo. The written report, however, shall preserve the anonymity of the voting but shall also convey, as best as can be discerned the reasons for the vote.
After the department has voted, the departmental chairperson shall send a letter of recommendation to the Dean which shall include a detailed analysis and evaluation of the work of the faculty member and a clear statement of support or non-support. That letter shall include the use of the appropriate department and college criteria to evaluate the record of the faculty member. Departmental requirements or subordinate criteria may not conflict with nor be weaker than college criteria, which in turn may not conflict with nor be weaker than university criteria. A copy will be sent to the candidate who may attach a brief response within 5 days of receipt of the material. The department recommendation vote and chair letter are only recommendations to be considered in the process and are not binding.
College-Level Review
The College Promotion and Tenure Committee shall review the appropriate criteria, the candidate's file, and the recommendation made by the department and the chair of the department. It is expected that all committee members attend and participate in the discussion and voting process. Committee members who have a conflict of interest should recuse themselves from the discussion and the voting on the candidate with whom a conflict of interest exists. The committee shall vote on the case and make a written recommendation to the Dean. Committee member names, voting and non-voting, must be listed in the memo. The written report, however, shall preserve the anonymity of the voting but shall also convey, as best as can be discerned the reasons for the vote. For a candidate with joint appointment, a supervisor from the other appointing department or college should also submit a letter of recommendation to the Dean.
The Dean of the College shall review the recommendation of the department and the chair of the department, ensuring that the criteria for promotion and/or tenure have been appropriately applied and that annual assignments and performance evaluations have been considered in the recommendation. The Dean shall also review the recommendation of the College Promotion and Tenure Committee. The Dean shall consider the votes and summaries received, the candidate's record/file, annual assignments and evaluations, and the written college and/or department goals and criteria for promotion and/or tenure. In tenure cases, he/she or they shall consider the needs of the department, college and university, and the contributions the employee is expected to make to the institution. College requirements or subordinate criteria may not conflict with university criteria.
The Dean shall make a recommendation to the Provost. The Dean's letter shall include an evaluation of the candidate's record on the basis of appropriate criteria. The college recommendation and Dean’s letter are only recommendations to be considered in the process and are not binding.
University Provost and Vice President of Academic Affairs-Level Review
The University Promotion and Tenure Committee will review the candidate's portfolios for all tenure-track faculty, including the written criteria and the earlier recommendations on each case. It will make a recommendation to the Provost through its vote on each case. The recommendations shall include the numerical results of the poll of the University Promotion and Tenure Committee and a brief synopsis of the discussion of each candidate, preserving the anonymity of the committee members. This step is skipped for non-tenure track faculty.
The Provost shall consider the recommendations of the College Promotion and Tenure Committee for tenure-track faculty.
The Provost and Vice President of Academic Affairs conducts a review of the material submitted at all earlier levels. The Provost verifies that the recommendations for promotion or tenure provided by all previous levels of review have considered the candidate's annual assignments and evaluations, the candidate's record, and the written college or department/school goals and criteria for promotion and tenure. In tenure cases, he/she or they shall verify that the needs of the department/school, college, and university, and the contributions the employee is expected to make to the institution in the future have been considered.
Following this review, the University Provost makes a positive or negative recommendation to the President. The Provost is not bound by any earlier recommendation in his/her analysis and should use independent judgment in making a final recommendation to the President. Only the President may make a final determination on tenure.
Presidential-Level Review
The President must consider the Provost’s recommendations in arriving at a decision but need not follow the recommendation of the Provost or any other reviewer. Only the President shall make the final independent decision on the granting of tenure and promotion. The President's review will include a consideration of the candidate's record, the relevant written goals and criteria for promotion and tenure, the earlier recommendations and, in tenure cases, the needs of the department/school, college, and university, and the candidate's likely future contributions to the university. For tenure cases, the President will certify to the FAU Board of Trustees that all the required procedures have been followed. The faculty members considered shall be notified in writing of the President’s decision by the President or designee.
Right of Response
Any faculty who is denied promotion shall be notified in writing by the appropriate administrative official. The employee has twenty (20) days after notification to submit a written request for a statement of reasons and the University shall provide the employee with a written statement within twenty (20) days thereafter of the reasons why the employee did not meet the promotion criteria.
Policy Approval
- Approved Date:
- 8/24/25
- Effective Date:
- 8/24/25