Professional evaluation of faculty is conducted in accordance with the PSC-CUNY Contract, Article 18.
Teaching faculty other than tenured full professors are evaluated annually based on total academic professional performance. The evaluation, conducted by the chair, should address teaching; scholarship or creative activity; department, college or university service; and professional development activities. Librarians, CLTs and Counselors are evaluated annually based on total performance and professional progress. The purpose of the evaluation is to recognize accomplishments and to encourage improvement of individual professional performance that can assist with decisions regarding reappointment, tenure, and promotion.
BMCC faculty who are non‑tenured and non‑certificated members of the teaching staff are observed at least once per semester during the first ten weeks of a semester. Observations are scheduled by the department.
Adjunct faculty should be observed for 10 semesters within the same department at the same college. After 10 semesters of observation, an observation can be held at the request of the chairperson or adjunct.
Student Evaluations of faculty are conducted in coordination with the academic department and the Office of Institutional Effectiveness and Analytics towards the end of each academic semester. In the fall term, all teaching faculty are evaluated. In the spring term, departments notify the office of institutional effectiveness and analytics of which faculty are to be evaluated by students, such as newly hired faculty, tenure-track faculty, faculty seeking promotion, by request of faculty member, etc.
Candidates for reappointment at the end of their initial term of appointment on a full-time line shall be evaluated on the basis of the following criteria:
In addition to criteria for the first reappointment, candidates for the second or subsequent reappointment shall be evaluated on the basis of the following criteria:
Judgments on reappointment should be progressively rigorous. In the second and subsequent reappointments, a candidate should be able to demonstrate that he or she has realized some of his or her scholarly potential. Similarly, standards of acceptable performance as a teacher should be graduated to reflect the greater expectations of more experienced faculty members.
The criteria upon which decisions to grant tenure are based are as follows:
For appointment as, or promotion to, assistant professor, associate professor, or professor, a candidate must possess the Ph.D. degree, or accepted equivalency. Departments in the college with equivalencies are Accounting, Allied Health Sciences, Library, Nursing, Music & Art, Theatre Arts and Media Arts and Technology. These departments may also have requirements over and above those set forth as accepted equivalencies. Faculty should consult their chairpersons concerning the specific requirements in their department and/or discipline.
In addition to the degree requirement the following conditions for appointment or promotion also apply.
To Lecturer full-time - one must possess a baccalaureate degree and other qualifications necessary for the performance of instructional functions.
To Instructor - The candidate must have an appropriate master's degree or active progress toward a doctorate. The candidate must also have demonstrated satisfactory qualities of personality or character, ability to teach successfully, interest in productive scholarship or creative achievement and willingness to cooperate with others for the good of the institution.
To Assistant Professor - The candidate must have demonstrated satisfactory qualities of personality and character, evidence of significant success as a teacher, interest in productive scholarship or creative achievement and a willingness to cooperate with others for the good of the institution. He or she must have also obtained the Ph.D. degree, or equivalent.
To Associate Professor - The candidate must possess the same qualifications as those for an assistant professor and must also possess a record of significant achievement in the field or profession, or as a college or university administrator. There must also be evidence of intellectual energy which has gained respect outside the immediate academic community. Further, there must be evidence of continued growth and of continued effectiveness in teaching.
To Professor - The candidate must possess the qualifications for an associate professor and must also have a record of exceptional intellectual, educational or artistic achievement and an established reputation for excellence in teaching and scholarship in the discipline. The judgement on promotion will consider primarily evidence of continued growth and achievement in teaching and scholarship or creative activity following the most recent promotion.
For promotion to senior rank, longevity and seniority alone are not sufficient.
Candidates for reappointment are first considered by the Department Personnel and Budget Committee. The department Personnel and Budget Committee consists of the Department Chairperson and four faculty members elected by a majority of the eligible voting members of the department.
The department Personnel and Budget Committee is concerned with departmental appointments, reappointments, tenure, academic leaves, and promotions - except to the rank of professor. All votes by the Committee are done by secret ballot and decision is by the affirmative majority of the whole number of members regardless of the number of members present. The Department Chairperson, who chairs the Committee, has the responsibility of communicating to the candidate the results of the actions of the Committee. When communicating the results of the Committees action to the candidate, no reason shall be given for a negative recommendation. The Committee makes its recommendations to the College-wide Personnel and Budget Committee.
The College-wide Personnel and Budget Committee consists of the President as Chairperson, the Senior Vice President of Academic Affairs who serves as Chairperson in the President's absence, and the chairpersons of all academic departments. The Committee receives and considers recommendations on appointments, reappointments, tenure, promotions, sabbaticals, special leaves of absence without pay, and Scholar Incentive Awards from the departments and forwards its own recommendations to the President. The decisions are reached by secret ballot and an affirmative majority of the voting membership is needed for a positive recommendation. The College-wide Personnel and Budget Committee hears appeals by faculty members of negative recommendations made by the Department Personnel and Budget Committees on reappointment, tenure or promotion.
In making his/her decisions regarding reappointment, tenure and promotion the President must exercise his/her responsibility, as per CUNY Bylaws, to recommend for appointment, tenure and promotion only those persons who he/she is reasonably certain will contribute to the improvement of academic excellence at the College. In addition, the academic personnel practices of the college require that increasingly rigorous standards be applied for each successive reappointment.
In compliance with CUNY Board of Trustees policy, BMCC conducts a review of each faculty member at the end of his or her fourth year of service. In order to ensure that each tenure-track faculty member has adequate guidance on the progress s/he is making towards meeting the standards for tenure. The BMCC pre-tenure review has the following steps:
The College maintains two personnel files for each faculty member: a personal personnel file and an administrative personnel file. The personal personnel file contains information submitted by the individual faculty member or generated by the College and is maintained by the Human Resources Office. Such information includes, but is not limited to, evidence of academic and professional accomplishments, memoranda relating to evaluations of professional performance, observation reports on academic and professional performance, and student evaluation data.
Faculty members must be given the opportunity to read and initial any items before they are placed in this personnel file. They may attach a comment if they so desire. Initialing does not, in itself, constitute approval of an item. If a faculty member refuses to initial any item, a statement to that effect must be attached to the item when it is placed in the personnel file. Faculty members should examine their personal personnel file at least once each academic year.
A separate administrative personnel file is maintained in the Human Resources Office on each faculty member. This file contains only such materials as requested by the College or supplied by the individual faculty member in connection with employment, promotion, or tenure. Examples of such material include transcripts, reference letters, and the application for employment. The administrative file is available only to persons responsible for the review and recommendation of the faculty member with respect to appointment, reappointments, promotions, or tenure.