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ARTICLE II THE FACULTY

§ 1 The Faculty

The Faculty shall be constituted as and shall have the duties as listed in Article IV, Section 4 of the University Bylaws as follows:

Appointments of all faculty members shall be made by the Corporation (University) upon the recommendation of the President. Each appointment shall state the length of term and special conditions, if any.
Each faculty shall have the authority to establish rules and regulations concerning the academic requirements of its school or college, with the approval of the dean, provosts, and president.
Faculty members are expected to attend the regular and special meetings of their college or school and of the university.
Faculty members shall carry teaching, research, and other duties and for such periods of the year as shall be approved by the chairperson of their department, the dean of their college and the provost.
Members of the faculty shall be recommended for appointment to appropriate ranks in academic, clinical, or research tracks, or a combination of these. Academic ranks generally are full-time appointments, with the exception that an assistant professor may have a half to full-time appointment. Senior clinical ranks are generally reserved for half-to full-time appointments based largely on teaching responsibilities. Research ranks are generally reserved for individuals engaged in half- to full-time research without other significant duties. The following ranks in these tracks are recognized by the School of Dental Medicine:
A. Academic
- Professor
- Associate Professor
- Assistant Professor
- Lecturer
- Instructor
B. Clinical
- Clinical Professor
- Clinical Associate Professor
- Clinical Assistant Professor
- Clinical Lecturer
- Clinical Instructor
- Clinical Associate
C. Research
- Research Professor
- Research Associate Professor
- Research Assistant Professor
- Research Associate
- Research Fellow
D. Adjunct
- Adjunct Professor
- Adjunct Associate Professor
- Adjunct Assistant Professor
- Adjunct Instructor
- Adjunct Clinical Professor
- Adjunct Clinical Associate Professor
- Adjunct Clinical Assistant Professor
E. Visiting
- Visiting Scholar
- Visiting Research Professor
- Visiting Associate Research Professor
- Visiting Assistant Research Professor

Policies and Procedures of Faculty Appointments and Promotions

A. Medical Campus Policy

The appointments of all full-time faculty shall be governed by the Medical Campus Policy for Appointment and Continuance of Appointments for Full-time Faculty, as approved by the Board of Trustees, effective July 1, 1999.

1. The following policy for appointments and continuance of appointments applies to full-time faculty of the Boston University School of Medicine, School of Public Health and School of Dental Medicine in the ranks of Professor, Associate Professor, Assistant Professor and Instructor who do not participate in a faculty practice plan. Voluntary (unpaid) faculty and part-time faculty are not covered by this document.

2. Terms of Appointment/Notice of Non-continuance. Except for initial appointments, special appointments, and as otherwise stated in this policy, the terms of appointments shall be as follows:

Professors

The term of appointment for each full professor shall be a rolling term of three years, such that on any date the remaining term of appointment shall be three years; except that

notice of non-continuance may be given at any time during the appointment and shall be effective not less than three years from the date of notice, and, after such notice, salary shall be provided for the terminal three-year period as follows: 100 percent of then current salary (excluding any salary for an administrative position, e.g., dean or chairperson) for year one, 80 percent for year two and 80 percent for year three; and

the appointment may be terminated at any time for cause in accordance with university procedures.

Associate Professors

The term of appointment for each associate professor shall be a rolling term of two years, such that on any date the remaining term of appointment shall be two years; except that

notice of non-continuance may be given at any time during the appointment and shall be effective not less than two years from the date of notice, and, after such notice, salary shall be provided for the terminal two-year period as follows: 100 percent of then current salary (excluding any salary for an administrative position, e.g., dean or chairperson) for year one, 80 percent for year two; and

the appointment may be terminated at any time for cause in accordance with university procedures.

Assistant Professors

The term of appointment for each assistant professor shall be a rolling term of one year, such that on any date the remaining term of appointment shall be one year; except that

notice of non-continuance may be given at any time during the appointment and shall be effective not less than one year from the date of notice, and, after such notice, salary shall be provided for the terminal one-year period as follows: 100 percent of then current salary (excluding any salary for an administrative position, e.g., dean or chairman); and

the appointment may be terminated at any time for cause in accordance with university procedures.

The length of notice and level of salary specified above in this Section 2 represent minimums and may be increased in the discretion of the department chairperson with the approval of the dean. The provisions for salary continuance specified above do not apply to any compensation received other than through the university's payroll (e.g., salary received by the faculty member directly from other institutions, companies or organizations is not covered by these provisions.) Section D of the policy contained in the Boston University Faculty Handbook entitled Appointment and Reappointment of Faculty , adopted May 2, 1989, by the University Council, does not apply to faculty appointments in the School of Medicine, School of Dental Medicine , and School of Public Health.

3. Instructors. The term of appointment, or reappointment, for each instructor shall be stated in an offer letter and shall not exceed twelve (12) months. The appointment shall terminate at the expiration of the term stated in the letter. No notice of intent not to reappoint shall be required. If an instructor is kept on after expiration of his/her appointment without a written letter of reappointment, he or she will serve at will. (At-will appointments may be terminated at any time without cause, and there is no specific minimum length of notice required to terminate such appointments.)

4. Offer Letters/Reappointment Letters. Appointments of new faculty require written offer letters, which specify the initial term and initial salary and may specify other conditions of the appointment, as appropriate. All faculty appointments are subject to the approval of the Board of Trustees of the university. The letter must be approved in writing by the department chairperson and the dean. Any subsequent extensions, reappointments or modifications of an appointment shall be stated in writing and must be approved in writing by the department chairperson and dean.

5. Notices. Formal notice of non-continuance or termination of appointments at the ranks of professor, associate professor or assistant professor shall be given in writing to the faculty member.

6. Continuance After Initial Appointments (Professors, Associate Professors, Assistant Professors). Upon the expiration of the initial term of an appointment as professor, associate professor, or assistant professor, and in the absence of notice of non-continuance or termination as provided below in this Section 6, the appointment shall be automatically continued as a rolling appointment on the conditions described in Section 2 above.

During the initial term of all appointments, notice of non-continuance or termination of appointment shall be provided as follows:

if the initial term is for twelve (12) or fewer months, notice of non-continuance may be given not less than three (3) months prior to the expiration of the initial term of appointment, or notice of termination may be given within the final three (3) months of the initial term and will be effective not less than three (3) months from the date of notice;
if the initial term is for more than twelve (12) and not more than twenty-four (24) months, notice of non-continuance may be given not less than six (6) months prior to the expiration of the initial term of appointment, or notice of termination may be given within the final six (6) months of the initial term and will be effective not less than six (6) months from the date of notice;
if the initial term is for more than twenty-four (24) months, notice of non-continuance may be given not less than twelve (12) months prior to the expiration of the initial term of appointment, or notice of termination may be given within the final twelve (12) months of the initial term and will be effective not less than twelve (12) months from the date of notice.

If notice of non-continuance or termination is given under this Section 6, there will be no automatic continuation of the appointment as a rolling appointment under the terms of Section 2; however, in the discretion of the chairman, with the written approval of the dean, the faculty member may be offered, in writing a special appointment, in accordance with Section 9 below, for a definite term on such conditions as may be stated in the offer.

This Section 6 does not apply to special appointments.

7. Criteria for Non-continuance. Faculty members holding rolling or term appointments should be aware that, while they are eligible for continuance (unless otherwise specified in writing at the time of the appointment), continuance is neither inevitable nor routine. The decision not to continue an appointment shall be made by the department chairperson with the approval of the dean. Subject to institutional needs and goals, recommendations for non-continuance of appointments shall be based on merit as determined through evaluation of faculty performance (see Evaluation of Faculty Performance).

"Merit" shall be determined by considering relevant criteria including the following: (1) teaching effectiveness; (2) scholarly and professional achievements; (3) research, as evidenced by both published and unpublished works; (4) success in generating external funding to support research or other programs; (5) direction of graduate studies; (6) advisory and counseling service programs and administrative work of the university (other than teaching and research); (7) service to professional societies; (8) service to the programs and administrative work of the university (other than teaching and research); (9) professional activities in the community; (10) attributes of integrity, industry, objectivity, leadership, and cooperation. These criteria are not listed in order of importance, nor are they to be rigidly applied. Persons making such evaluations should keep in mind, however, the primary interest of the university in retaining and rewarding persons for superior teaching, research, and other scholarly achievement.

Institutional needs and goals involve consideration of such factors as financial projections for the school, department, or program; academic needs of the program; availability of resources to support the program or position--financial as well as physical; other institutional decisions concerning the academic direction of the school, department, or program; as well as other institutional and programmatic considerations not directly related to the merit of the individual under consideration for continuance of the appointment.

8. Appointments of Research Scientists. Research scientists whose duties, according to their offer letter or subsequent letter of appointment or reappointment, are to work with university faculty on research supported by grants for which the individual is not the principal investigator, may be offered appointments to research faculty ranks. The term and conditions of such appointments shall be set forth in an offer letter approved by the department chairperson and dean. Continuance of appointments shall also require a written letter approved by the department chairperson and dean. If a research scientist is kept on after the expiration of his/her appointment without a written letter of reappointment, he or she will serve at will. The policies set forth in Sections 2 and 5 above shall not apply to these appointees.

9. Special Appointments. In the discretion of the chairperson, subject to the approval of the dean, any faculty appointment may be made as a special appointment not covered by the terms and conditions of this policy. The terms and conditions of special appointments shall be stated in writing to the faculty member.

Special appointments for a definite term expire at the end of the specified term. There is no requirement for notice of intent not to continue an appointment for a definite term, unless the letter of appointment specifically provides for notice of intent not to continue. If a faculty member with a special appointment is kept on after the expiration of his/her appointment without a written letter of reappointment, he or she will serve at will. There will be no automatic continuation of a special appointment as a rolling appointment under the terms of Section 2; however, in the discretion of the chairperson, with the written approval of the dean, the faculty member may be offered, in writing, such a rolling appointment.

10. Termination or Suspension for Cause. Termination or suspension of a faculty member's appointment for cause shall follow university policy as set forth in the Boston University Faculty Handbook.

11. Effective Date. This policy takes effect on July 1, 1999. This policy does not

lengthen or shorten any definite term specified in a written letter of appointment or reappointment commencing prior to July 1, 1999, or
nullify, or otherwise alter, any notice of non-continuance or termination given to a faculty member prior to July 1, 1999.

Upon notice of non-continuance given prior to July 1, 1999, a faculty member may be reappointed to a special appointment under the terms of this policy.

Professors, Associate Professors, and Assistant Professors (except for Research Scientists and faculty holding special appointments) will hold rolling appointments, as provided in Section 2, under the circumstances specified below:

If they hold an appointment for an indefinite term and are not given notice, prior to July 1, 1999 of the non-continuance of the appointment, they will hold a rolling appointment which commences on July 1, 1999;
If they hold an appointment for a definite term expiring on or after June 30, l999, and are not given notice, prior to the expiration of the term, of the non--continuance of the appointment, they will hold a rolling appointment which commences on the date following the expiration of the term.

This Medical Campus Policy for the Appointment and Continuance of Appointments for Full-time Faculty was adopted by the Trustees of Boston University, October 22, 1998.

B. School of Dental Medicine Policy

It is expected that all faculty will contribute to fulfilling the mission of the school through effective teaching, research and advising as well as through public service and competent participation in the work of the school and/or university.

Academic Faculty

Appointment to the academic track will be limited to those individuals who fulfill the following general criteria.

Are employed by the university on a half- to full-time basis.
Have primary responsibility for the organization, preparation, implementation and evaluation of major course(s) or programs, which may include research programs, within a department of the school.
Are responsible for scholarly activities commensurate with rank.
Are members or chairperson of major standing committees of the school or university or provide equivalent service to the school.

Academic ranks generally are full-time appointments, with the exception that an assistant professor may have a half-time appointment. Senior clinical ranks are generally reserved for half- to full-time appointments based largely on teaching responsibilities. Research ranks are generally reserved for individuals engaged in half- to full-time research without other significant duties. Voting members of the faculty must hold academic rank of instructor or higher.

Each department will not be limited to the number of full-time academic faculty members. Should an academic faculty member fail to continually fulfill the above qualifying criteria, it is expected that the department chairperson will initiate the procedure required for changing the faculty member's position to the clinical or research faculty or take other appropriate action.

Criteria for Appointment or Promotion to Specific Ranks

The usual criteria for appointment or promotion to Assistant Professor are:

Possession of the DMD, MD, PhD, DSc, or other equivalent degrees applicable to his or her disciplines.
Demonstrated evidence of scholarly work and teaching ability.
Evidence of high standards of performance.
Successful completion of an approved graduate training program.

The usual criteria for appointment or promotion to Associate Professor are:

At least three years or its equivalent at the assistant professor level.
Sufficient publications or creative work of high quality to indicate progress toward a significant scholarly career.
Effective teaching and advising of graduate and/or undergraduate students.
Competent work in one or more of the following: departmental administration, school or university committees, community service, and professional organizations.
Service to regional or national professional organizations

The usual criteria for appointment or promotion to Professor are:

Three years or its equivalent at the level of associate professor.
Creative work and publications of quality sufficient to make the faculty member a widely recognized scholar in his or her field.
Effective teaching and advising, usually including responsibility for designing and implementing a major teaching area within the department.
Competent service in departmental administration such that he or she may assume the duties of the department chairperson in his or her absence.
Service to regional or national professional organizations

Specialty board certification will be viewed positively in the candidate's favor for both junior and senior faculty positions.

Implementation of BUSDM Policies on Appointment and Promotion

To implement the BUSDM policies on appointment and promotion, it is recommended that departments adopt the following procedures:

The chairperson of the department, in conjunction with the faculty member under consideration, should assume responsibility for a) preparing for presentation to the school's Appointments and Promotions Committee a synopsis of the progress and achievements of each individual whose status is under consideration, including effectiveness in teaching, research, and writing and services to the school and community, and (b) gathering and submitting relevant supportive documentation. If significant for the effective discharge of responsibilities to the school, information concerning personal conduct, performance, or demeanor may also be included.
A decrease in time commitment to the school, depending upon rank, may require a change in status. Changes in status will be acted upon by the Appointment and Promotions Committee. It is the Chairperson's responsibility to review time commitments for each faculty member on a yearly basis.

§ 2 Qualifications for Faculty Appointment and Promotion

Overview of Criteria for Faculty Appointment and Promotions

In accordance with Boston University policy, recommendations for re-appointment and promotion in rank or increases in salary shall be based on merit and institutional needs and interests.

Institutional needs and goals involve consideration of such factors as enrollment projections for the school, department or program; academic needs of the program; availability of resources to support the program or position-financial as well as physical; other institutional and programmatic considerations not directly related to the merit of the individual under consideration for continuance of the appointment.

Specific Guidelines

It is the intention of the Appointments and Promotions Committee to work closely with the department chairpersons and the Faculty Development Committee to provide clear guidelines for promotion. It is anticipated that these guidelines will provide a basis for faculty evaluation and provide direction for faculty development activities. Promotion will recognize faculty development by promotion to a higher rank, or in some cases, by transfer to the academic track.

Promotion will generally not be based on "length of service" guidelines. However, it is expected that in most cases an individual will not be promoted to a higher rank in less than three years from achieving the present rank. A candidate must demonstrate excellence in at least one of three areas to be considered for promotion, and involvement in all three areas to be considered for promotion in the academic track, as described below.

1. Scholarly Activities. Scholarly activities will be evaluated based on publication record, extramural support, presentations at regional, national, and international conferences or meetings, editorial board membership of professional or scientific journals or equivalent activities and specialty board certification. Publication is considered an essential component of scholarly activities since it represents a tangible accomplishment that promotes the school's reputation.

2. Teaching. Teaching will be evaluated based on development of new teaching approaches, course directorships, and responsibility for specific areas of patient care or clinical teaching, mentoring and continuing dental education. It is implicitly understood that an excellent teacher functions as an outstanding role model and mentor for students.

3. Service. Service will be evaluated based on administrative and committee assignments, participation as an officer or committee chair in professional societies, membership in advisory boards or grant review committees, and participation in community-based activities offered by the school.

Promotion will be considered separately for academic, clinical and research tracks. The academic rank is reserved for individuals who actively participate in scholarly activities, although the area of excellence may be in teaching or service. Individuals being considered for promotion to senior positions in the clinical or research tracks will usually have half- to full-time appointments and demonstrate excellence in one of the three major areas.

Professor

Candidates for professor will have previously held the rank of associate professor in one of the three tracks. All individuals being considered for professor with full academic privileges must submit papers published in rank in refereed journals, present evidence of long-term participation in teaching programs and administrative affairs, be a full-time faculty member, and provide evidence for having contributed significantly to student development. Specialty board certification is considered an important scholarly achievement and will be viewed positively. If the above are deficient, an individual should be considered for an alternative track. If an individual is being promoted on the basis of research activities, he or she must have a long term record of extramural funding, submit several publications in rank in refereed journals, and have letters of recommendation indicating national prominence in his or her area of research. Individuals being considered on the basis of their teaching or service record must present strong evidence of excellence. Excellence in teaching can be provided by letters of recommendation indicating prominence as an educator, an impressive record as an invited speaker on educational issues, course directorships, the implementation of innovative teaching approaches, significant mentoring relationships with several students, sponsorship of student thesis projects, or significant participation in presenting continuing education courses. Service to the community, school, or university will be evaluated on the basis of participating as an officer in regional or national organizations, demonstrating ongoing leadership in community-based school activities, the development of innovative clinical services, or improvement of existing services, participation in school or university committees.

Clinical Professor

Candidates for Clinical Professor will have previously held the rank of Associate Professor in one of the three tracks and have a half-time to full-time appointment. An individual must demonstrate both a substantial contribution to the school and excellence in the areas of teaching or service. Evaluation will not be made on the basis of scholarly activities.

Research Professor

A Research Professor will devote the majority of his or her effort to research activities. He or she is expected to have made important contributions to research activities within the respective Department over an extended period of time, to have national prominence in an area of research concentration, and have a half-time to full-time appointment. Independent extramural funding will be viewed positively in assessing the applicant's qualifications.

Associate Professor

Candidates for the academic rank of Associate Professor will have previously held the rank of Assistant Professor in one of the three tracks. All individuals being considered for Associate Professor must submit papers published in rank in refereed journals. He or she must also present evidence of active participation in teaching and service and have a full-time appointment. Specialty board certification will be considered positively in support of the applicant. If the above are deficient, the individual should be considered for an alternative track. If an individual is to be promoted on the basis of research activities, he or she must have a significant level of extramural funding, must submit several papers published in rank in refereed journals and have letters of recommendation indicating recognition in his or her area of research. Candidates seeking promotion to Associate Professor based on teaching or service must demonstrate excellence in these areas. Excellence in teaching can be provided by strong letters of recommendation, invitations as an invited speaker based on educational issues, course directorships, the implementation of innovative teaching approaches, significant mentoring relationships with students and significant participation in presenting continuing education courses. Evidence of service to the community, school or university may be provided by a leadership role in community-based school activities, participation as an officer in regional or national organizations, participation in school or university committees, membership in study sections or advisory groups, and the development of innovative clinical services or improvement of existing services. In general, promotion to Associate Professor on a teaching or service basis without evidence of scholarly activities will be discouraged.

Clinical Associate Professor

Candidates for Clinical Associate Professor will have previously held the rank of Assistant Professor in one of the three tracks. Candidates will demonstrate excellence in either the areas of teaching or service and have a half-time to full-time appointment.

Associate Research Professor

An Associate Research Professor will devote the majority of his or her effort to research activities. Candidates for Associate Research Professor must have a half to full time appointment and demonstrate excellence in the area of research.

Assistant Professor

Candidates for Assistant Professor are expected to possess a doctoral level degree and demonstrate the potential for excelling in one or more of the three areas listed above. He or she should present evidence of having initiated scholarly activities. If this is lacking, the individual should be considered for an alternative track. Documentation of potential excellence in research, teaching, or service will be based upon letters of recommendation and by a letter from the Department Chair. Assistant Professors must have half to full-time appointments. It is expected that Assistant Professors appointed on research strengths will serve as principal investigators with the explicit understanding that he or she will eventually generate independent extramural support.

Clinical Assistant Professor

Candidates for Clinical Assistant Professor are usually expected to possess a doctoral level degree and demonstrate the potential for excelling in either the areas of teaching or service as described above.

Assistant Research Professor

An Assistant Research Professor will devote the majority of his or her effort to research activities. He or she must have a doctoral level degree, the potential for excelling in research, and a half-time to full-time appointment.

Instructor

A person who is able to assume duties in instructing small groups or sections of students or in giving occasional lectures. An Instructor will usually possess the DMD, MD, PhD, DSc, degree, or equivalent training as applicable within his or her discipline.

Clinical Instructor

A person with the necessary qualifications, academic degrees, and training as an Instructor in the academic rank. These individuals will devote the major portion of time and effort to the practice of their profession.

Lecturer

A person of recognized ability and knowledge in his or her discipline who holds the professorial rank of Assistant Professor level or above in another university and whose duties at Boston University are limited to special lectures.

Clinical Lecturer

A person with recognized knowledge, skills, and experience in a clinical specialty or discipline. Such a person must have a background equivalent to one of the Clinical Professorial ranks but may or may not have held such rank at another institution. This appointment is reserved for highly qualified individuals who can significantly enhance the school's clinical programs and the professional education process.

Clinical Associate

A person with the necessary qualifications, academic degrees, and training to act as an Instructor or Clinical Assistant Professor. These individuals will devote the major portion of time and effort to the practice of their profession.

Research Associate

A person in the process of development to the level of Assistant Research Professor. A Research Associate must possess a doctorate or equivalent training and a minimum of one year of experience in adequately supervised research after receiving said degree.

Research Fellow

An individual who is engaged in advanced research training and who may possess the DMD, MD, PhD or DSc degree.

Adjunct Appointments

Adjunct appointments will be made to persons of recognized ability and knowledge in his or her discipline whose primary place of employment is outside Boston University . This appointment is made annually and is reserved for qualified individuals who give service to the school on a part-time basis.

These part-time appointments may be in the following ranks:

Adjunct Professor
Adjunct Associate Professor
Adjunct Assistant Professor
Adjunct Clinical Professor
Adjunct Clinical Associate Professor
Adjunct Clinical Assistant Professor
Adjunct Clinical Instructor

Duties usually include the teaching and advising of students but do not include service on departmental committees.

Visiting Appointments

A person of recognized ability who is appointed on a temporary basis of specified duration. These appointments are usually reserved for individuals at other institutions or who possess other professional qualifications. For individuals who are temporarily appointed for the purpose of collaborating on a research project the following titles are appropriate:

Visiting Scholar
Visiting Assistant Research Professor
Visiting Associate Research Professor
Visiting Research Professor

§ 3 Procedures Related to Appointments and Promotions

Recommendations concerning appointments and promotions shall first be made in writing by the Chairperson of the Department or Division concerned and submitted to the dean. Recommendations by the dean to the provost of the medical center regarding all academic, clinical or research appointments and promotions may be made after approval by the Standing Committee on Faculty Appointment and Promotions.

The dean, in consultation with the Committee on Faculty Appointments and Promotions, shall review the recommendations for promotion of any individual forwarded to the Dean's Office by a department. This committee shall have the right to gather further documentation concerning the individual's achievements and eligibility for such promotion. The committee shall consider its recommendations in light of the guidelines stated in the Boston University Faculty Manual.

The dean, upon receipt of such recommendation and after consultation with the school's Committee on Faculty Appointments and Promotions, shall forward a final report to the Medical Campus Provost and Provost, Boston University accompanied by the necessary supportive material for review and presentation to the Trustees.

§ 4 Annual Faculty Self-Evaluation and Development Review

All faculty members shall participate in an annual performance evaluation and have sufficient resources available to them, both in time and financial support, to participate in development activities related to ongoing personal enrichment and professional career enhancement.

The Annual Review will ensure that

a dialogue exists between individuals and their supervisors;
an evaluation of employee skills and responsibilities is documented for use as a baseline in future professional development;
performance goals are established and specific performance areas requiring improvement are identified;
a recommendation and action plan for future growth and development is implemented;
a base of information from which to develop an annual plan for faculty and staff development opportunities is created;
a means to recognize, reward and acknowledge dedication and contributions to the school is established.

The Development Program will

Begin with an assessment of organizational and individual needs for training and enrichment as an outcome of the Annual Review;
Provide educational or training programs to all employees;
Provide employees with necessary resources (i.e., release time, financial support) to participate in development related activities;
Be administered in a respectful and supportive environment that fosters growth in all areas of the school's mission;
Provide for the enhancement and improvement of individual performance.

§ 5 Duties of Department Chairperson, Division or Program Directors

The duties and responsibilities of the chairperson of a department in the School of Dental Medicine are extensive and varied. The department chairperson serves as the direct link between the dean, the Committees of the school, and the teaching and supporting staffs of his/her department. Therefore, his/her duties and responsibilities include his/her knowledge and understanding of the mission of the school, the policies and practices of the school and of the university; effective communication and implementation of policies and practices as they relate to departmental functions; and other responsibilities as determined by the central administration of the university and the school.

While the understanding of policy, the execution of policy, and effective communications are essential responsibilities of a department Chairperson, the scope of his/her duties and responsibilities is of far greater depth and magnitude.

The Chairperson of the department is charged with the responsibility of providing the leadership and creative thinking that his/her department requires for the motivation of faculty and students and for the maintenance and improvement of program quality.

The direction of the Chairperson's activities should be consistent with the overall mission, objectives and goals established by the faculty and administration of the school and by the President and Board of Trustees of the university.

According to this premise, the responsibilities of the department Chairperson are enumerated as they relate to the following categories:

Administration
Teaching and Evaluation of Learning Programs
Research
Faculty Development
Personnel Development

The outline of categories is not intended to be exhaustive or restrictive or to be indicative of personal encumbrance.

A. Administration

The commitment of Chairpersons of departments to the area of administration is intended to allow adequate time for their participation in contact teaching, program planning and evaluation, and research. The actual time for administration will vary from department to department, but the following categories are considered to be duties for which the Chairpersons of the departments are responsible:

Determination of department objectives along with goals and plans for achievement of the school's mission
Intradepartmental organization:
Assignment of duties and responsibilities to the faculty members and supporting staff personnel
Assignments for course responsibility
Assignments for committees
Budget Annual Review
Recommendations:
- Appointments; promotions; peer review; faculty evaluation; research time; dismissals; leave; travel; alumni and students; learning resources requests and sources of funding
Interdepartmental relations:
- Cooperation and liaison
- Delineation of responsibility
Faculty Committee participation
Responsibility for evaluation and use of current instruments, drugs, materials, procedures, equipment, etc.
Mediation:
- Involving disciplinary and nondisciplinary problems;
Intrastaff relations
Supervision and discipline: including faculty, staff, and students in concert with clinic regulations and handbook policies
Equipment. review of equipment maintenance; reporting for repair, replacement, etc.
Conservation of supplies, materials, and energy, and avoidance of all unnecessary waste

B. Teaching and Evaluation of Learning Programs: Didactic, Laboratory, & Clinical Programs

1. Responsibility for the determination of the aims and objectives of the overall teaching program in the department

Scope and special problems related to predoctoral students
Scope and special problems related to postdoctoral students;

2. Responsibility for syllabi, courses, and curricula in the department

3. Program development and responsibility for implementation of such programs

Predoctoral
Postdoctoral
Honors
Remedial
Electives
Extramural

4. Evaluation and advisement of teachers and teaching.

Course presentation
Assistance in courses

c. Advisement and evaluation in textbook selection, manuals, visual aids, and other teaching materials

5. Evaluation of learning - student achievement and performance of graduates

Grade reports, graded exercises, mock boards
National Board Examination scores
State and Regional Boards (Licensure and Clinical Competency)

6. Counseling and advisory program - for clinical and preclinical student progress

7. Orientation programs: development of a manual that includes objectives, guidelines for departmental policies, procedures, and interdepartmental relations as they relate to faculty and students

8. Knowledge of new and/or other programs and concepts

C. Research

The Chairperson has direct responsibility for development of the research program in accordance with the overall mission of the school. This includes, but is not limited to, the following:

1. Active participation in research, advising and encouraging others
2. Responsibility for allowing time for research and creative thinking
3. Knowledge of grants available, application procedures, protocols, progress reports, and manuscripts
4. Knowledge of current research and publications related to dentistry in general and of research related
to the activities of the department
5. Compliance with requirements for human research and assurance of informed understanding and
consent
6. Review of research reports emanating from the department
7. Review and recommendation for approval of research projects being conducted or anticipated for
implementation in the department
D. Faculty Development

The Chairperson has direct responsibility for development of faculty in accordance with the overall objectives of the department and the school. This includes, but is not limited to, the following:

Faculty orientation and in-service training program.
Release time for special development, i.e. to develop or learn new techniques, procedures for research, and other creative activities
Recommendations for attendance at courses, seminars, professional meetings, etc., that will enhance professional development
Recruitment of new faculty
Retention of productive faculty
Departmental retreats for working out problems, planning new teaching strategies, evaluation of programs, courses, etc.
Peer review - annual review of faculty
Special motivational efforts and recognition (rewards) for excellence on the part of the faculty (Annual Teaching Award)

E. Human Resource Development

The departmental functions rely on a delicate balance between the academic and service aspects of the overall dental program. The supporting staff is essential to the functioning of a department in most of its parameters and most certainly affects the program efficiency. Chairpersons are responsible for personnel management in accordance with the policies and regulations of the medical center and the university.

The Chairperson is directly responsible for human resource development:

Recruitment of supporting staff through the Human Resources Office of the Medical Center
Recommendation for appointment
Annual assessment
Motivation of staff
Morale and discipline
In-service staff development
Career mobility - allowance of time to attend lectures, courses, meetings, etc. that will enhance personnel's value to the program and in accordance with personal interests and goals

§ 6 General Faculty Meetings

The Faculty of the School of Dental Medicine shall meet at least twice during the academic year in order to introduce new faculty members, to announce new programs, policies or any other pertinent information. An agenda should be distributed to all voting members of the faculty at least ten days before a scheduled meeting of the faculty.