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IV. Academic Advancement for Full-Time Faculty

Full-time faculty members of the School of Medicine, with the exception of those holding special ranks as defined in Article III-A, follow a well-defined path of career development, from appointment through stages of review and promotion.

A. Appointment to the Rank of Instructor
B. Appointment or Promotion to the Rank of Assistant Professor
C. Appointment or Promotion to the Rank of Associate Professor
D. Appointment or Promotion to the Rank of Professor
E. Exceptions to Time Periods for Reappointment Review
F.Other Time Options Pertaining to Academic Advancement


A. Appointment to the Rank of Instructor

1. Criteria for appointment to rank

Full-time faculty members holding the rank of Instructor are expected to have completed formal training and to have developed the skills required for their clinical field or basic science discipline, as well as to show potential for growth in academic pursuits. Faculty members must also carry out their academic and/or patient care responsibilities with professional competence, intellectual honesty, high ethical standards, and in a manner consistent with the policies and procedures of the University.

2. Procedure for appointment

  • Review and consultation within Department
  • Director of Department makes recommendation to the ABMF
  • ABMF reviews the recommendation and submits approved recommendations to the Dean who notifies the faculty member of the appointment.

3. Institutional responsibility

The institution is responsible, consistent with available facilities and financial support, for providing the faculty member with an opportunity to meet the criteria for promotion to the rank of Assistant Professor. Therefore, an earnest effort should be made to afford each faculty member the time, guidance, and opportunity for creative scholarship and its publication, both of which are essential for promotion to Assistant Professor.

4. Procedure for promotion to the rank of Assistant Professor 

An Instructor may be recommended for promotion to the rank of Assistant Professor by the Department Director at any time. See Article B.2., Procedure for appointment or promotion to the Rank of Assistant Professor.

5. Three-year review in the absence of promotion

When a faculty member has served three years at the level of Instructor and has been recommended for continuation, he or she must be reviewed by the Instructor and Assistant Professor Reappointment Review Committee.

The Instructor and Assistant Professor Reappointment Review Committee will either (i) recommend a terminal one-year contract (for the fourth year), or (ii) recommend reappointment for one year at rank, with subsequent review at the end of that year. In connection with a recommendation for reappointment at rank, the Committee may advise the Department Director that the faculty member be considered for promotion. In the absence of promotion or recommendation for promotion at the fourth year review, the fifth year at the rank of Instructor will normally be a terminal year. The Committee must approve any contract for an Instructor beyond the third year.

B. Appointment or Promotion to the Rank of Assistant Professor

1. Criteria for appointment or promotion to rank

Full-time faculty members holding the rank of Assistant Professor are expected to demonstrate clear evidence of creative scholarship in the area of their primary expertise. Suggestions for documenting substantive creative scholarship in various career pathways are distributed by the Vice Dean for Faculty in the Silver Book or other publications from time to time. As required of all faculty members, candidates proposed for promotion must also carry out their academic and/or patient care responsibilities with professional competence, intellectual honesty, high ethical standards, and in a manner consistent with the policies and procedures of the University.

2. Procedure for appointment or promotion to the rank of Assistant Professor

  • Review and consultation within the Department in accordance with Department procedures
  • The Director of Department makes a recommendation for the appointment or promotion to the rank of Assistant Professor to the Agenda Committee of the ABMF. After review by the Agenda Committee, endorsed nominations are forwarded to the ABMF.
  • The ABMF reviews the recommendation and submits approved recommendations to the Dean who notifies the faculty member of the appointment or promotion.

3. Institutional responsibility

The institution is responsible, consistent with available facilities and financial support, for providing the faculty member with an opportunity to meet the criteria for promotion to the rank of Associate Professor. Therefore, an earnest effort should be made to afford each faculty member the guidance and opportunity for scholarly achievement and development of national recognition in his or her field, both of which are essential for promotion to Associate Professor.

4. Procedure for promotion to the rank of Associate Professor 

An Assistant Professor may be recommended for promotion to the rank of Associate Professor by the Department Director at any time. See Article C.2., Procedure for appointment or promotion to the rank of Associate Professor.

5. Seven-year and nine-year reviews in the absence of promotion

When a faculty member has served seven years at the rank of Assistant Professor, he or she must be reviewed by the Instructor and Assistant Professor Reappointment Review Committee. Prior to review by the Committee, the Committee requires documentation from the Department Director that states the type of contract recommended for the faculty member and confirms that the faculty member has been informed of the Director's recommendation. One purpose of this review is to ensure that a recommended reappointment of an individual is not only merited, but also is in the best interests of the Department and the School. Another purpose is to provide faculty members an objective and independent evaluation of their contributions to date and their long-term potential within the School of Medicine. Coming as early in their careers as possible, this evaluation allows faculty members to take advantage of all opportunities for further career development.

The Committee will either (i) advise the Department Director to nominate the individual for promotion with reappointment(s) at rank with one-year contract(s) during the review process (ii) recommend reappointment(s) at rank for two years with re-review when the faculty member has served nine years; or (iii) recommend a one-year terminal appointment. If not promoted after reappointment at rank for two years, the faculty member will be reviewed again by the Instructor and Assistant Professor Reappointment Review Committee at the end of nine years. The committee will: (i) recommend a terminal one year contract, (ii) recommend an appointment for three to five years, or (iii) advise the Department Director to nominate the individual for promotion with reappointment at rank with one-year contract(s) during the review process.

If recommended for consideration for promotion, but not promoted after reappointment at rank, the faculty member will be reviewed again by the Instructor and Assistant Professor Reappointment Review Committee.  The committee will either (i) recommend a one year terminal contract, or (ii) recommend reappointment for three to five years.

A contract of three to five years may be recommended to provide additional time to the faculty member who is making an essential contribution to the School of Medicine. The Department Director’s expectations for the faculty member to demonstrate scholarly achievement necessary for promotion, and support that will be provided to the faculty member to meet those expectations must be made clear in a letter from the Department Director to the faculty member. This letter will reflect the recommendations of the Committee and will be counter-signed by the faculty member and forwarded to the Vice Dean for Faculty. The Committee also requires documentation that the individual has received explanation of the review process by the Vice Dean for Faculty. The Committee will continue to review all faculty with three to five year contacts one year prior to the end of each contract period, unless the faculty member is recommended for promotion during that time period. Each time, the Committee will either: (i) advise the Department Director to nominate the individual for promotion and recommend reappointment with one year contract(s) during the review process, (ii) recommend a one-year terminal contract, or (iii) recommend reappointment at rank for three to five years.

The Instructor and Assistant Professor Reappointment Review Committee is constituted to review Instructors who have not been promoted by the end of three years and Assistant Professors who have not been promoted by seven years, nine years, and one year prior to the end of each three to five year reappointment contract. The Committee's recommendation must be reported to the Dean, the Department Director, the ABMF, and the faculty member.

The Instructor and Assistant Professor Reappointment Review Committee submits its recommendation to the ABMF. The ABMF reviews the recommendation and submits approved recommendations for reappointment to the Dean who notifies the faculty member of the reappointment.

C. Appointment or Promotion to the Rank of Associate Professor

1. Criteria for appointment to rank

Appointment or promotion to the rank of Associate Professor, full-time, requires meritorious publications and substantive contributions to education and/or clinical practice. The scholarly achievement of candidates for promotion to Associate Professor should be indicated by national recognition by their peers. Candidates should document progress toward becoming an outstanding national leader in the field.  Suggestions for documenting substantive scholarly contributions and national recognition in various career pathways are distributed by the Vice Dean for Faculty in the Silver Book or other publications from time to time. As required of all faculty members, candidates proposed for promotion must also carry out their academic and/or patient care responsibilities with professional competence, intellectual honesty, high ethical standards, and in a manner consistent with the policies and procedures of the University.

2. Procedure for appointment or promotion to the rank of Associate Professor

  • The Department advisory committee and Director of Department review the candidate in accordance with Department procedures.
  • The Director of the Department makes a recommendation to the Dean.
  • The Dean forwards the recommendation to the Associate Professor Promotions Committee for consideration for appointment or promotion.

3. Associate Professor Promotions Committee

The Associate Professor Promotions Committee reviews recommendations from the Department Director for promotions or appointments to the rank of Associate Professor. The Committee seeks information on the candidate from both within and outside the School of Medicine. It reports endorsements to the Dean and directly to the ABMF. If the Committee recommends against promotion or appointment of a faculty member, it reports this decision to the Dean who then transmits it to the Department Director.

A favorable recommendation by the Committee must be reviewed and approved by the ABMF which submits approved recommendations to the Dean who notifies the faculty member of the promotion or appointment.

4. Institutional responsibility

The Institution is responsible, consistent with available facilities and financial support, for providing the faculty member with an opportunity to meet the criteria for promotion to the rank of Professor. Therefore, an earnest effort should be made to afford each faculty member, the time, guidance, and opportunity for outstanding scholarly achievement and development of a leadership role at the national level in his or her field, both of which are essential for promotion to Professor.

5. Procedure for Promotion to the rank of Professor 

An Associate Professor may be recommended for promotion to the rank of Professor by the Department Director at any time. See Article D.2., Procedure for appointment or promotion to the rank of Professor

6. Six-year and nine-year reviews in the absence of promotion

When a faculty member has served six years at the rank of Associate Professor, he or she must be reviewed by the Associate Professor Reappointment Review Committee. Prior to review by the Committee, the Committee requires documentation from the Department Director that states the type of contract recommended for the faculty member and confirms that the faculty member has been informed of the Director's recommendation. One purpose of this review is to ensure that a recommended reappointment of an individual is not only merited, but also is in the best interests of the Department and the School. Another purpose is to provide faculty members an objective and independent evaluation of their contributions to date and their long-term potential within the School of Medicine. Coming as early in their careers as possible, this evaluation allows faculty members to take advantage of all opportunities for further career development.

The Associate Professor Reappointment Review Committee may recommend to the ABMF one of four options: (i) advise the Department Director to nominate the individual for promotion with reappointment at rank with one- year contract(s) during the review process, (ii) reappointment(s) at rank for three years, with re-review when the faculty member has served nine years,  (iii) a two-year terminal appointment, or (iv) in exceptional circumstances, a contract to retirement (subject to approval of the ABMF and the Board of Trustees). Contracts to retirement will be considered only for those individuals whose contributions are unique and of exceptionally high quality. Length of prior service is not itself sufficient justification for a contract to retirement.

The Department Director, or his or her designee, should review Associate Professors with contracts to retirement every six years and make a recommendation to the Dean whether promotion to Professor is warranted under the applicable criteria.

In the absence of promotion of an Associate Professor at the end of nine years, The Associate Professor Reappointment Review Committee must review  the faculty member again. The committee will either (i) advise the Department Director to nominate the individual for promotion and recommend reappointment at rank with one-year contract(s) during the review process, (ii) recommend reappointment at rank with a contract for three to five years, with re-review two years prior to the end of the contract  (iii) recommend a two-year terminal contract, or (iv) recommend, in exceptional circumstances, a contract to retirement.. The faculty member who is recommended for promotion but who is not promoted will be reviewed by the committee again at the end of the reappointment period. Then, the committee must recommend one of the following: (i) a contract-to-retirement, (ii) a terminal two-year contract, or (iii) reappointment at rank with a contract for three to five years, with re-review two years prior to the end of the contract. A contract of three to five years may be recommended to provide additional time to the faculty member who is making an essential contribution to the School of Medicine.  The department’s expectations for the faculty member to demonstrate scholarly achievement necessary for promotion and support that will be provided to the faculty member to meet those expectations must be made clear in a letter from the Department Director to the faculty member.  This letter will reflect the recommendations of the Associate Professor Reappointment Review Committee and will be counter-signed by the faculty member and forwarded to the Vice Dean for Faculty.  The Committee also requires documentation that the individual has received explanation of the review process by the Vice Dean for Faculty. The Committee will continue to review all three to five year reappointment contracts two years prior to the end of each contract period. Each time, the Committee will either: (i) advise the Department Director to nominate the individual for promotion and recommend reappointment at rank with one year contract(s) during the review process, (ii) recommend a notice of non-renewal of contract, or (iii) recommend reappointment at rank for three to five years. The Associate Professor Reappointment Review Committee meets to review Associate Professors who have not been promoted by the end of  six years, nine years, and two years prior to the end of three-to-five year reappointment contracts. The Committee sends its recommendations in writing to the Dean, the Department Director, the faculty member and the ABMF. The ABMF reviews the recommendation and submits approved recommendations for reappointment to the Dean who notifies the faculty member of the reappointment.

The Committee's recommendations will be based on (i) evaluation of the Department Director's recommendation; (ii) evaluation of the potential for continued and/or improved productivity and academic advancement by the faculty member; and (iii) the relationship of the faculty member to the academic program, resources, and space of the department and the School in general.

D. Appointment or Promotion to the Rank of Professor

1. Criteria for appointment or promotion to rank

Candidates for Professor must have outstanding records of scholarly achievement including teaching, must have achieved national leadership and in most cases, international professional recognition, and must rank among the foremost leaders in their field. Suggestions for documenting outstanding scholarly achievements, national leadership, and international recognition in various career pathways are distributed by the Vice Dean for Faculty in the Silver Book or other publications from time to time. As required of all faculty members, candidates proposed for promotion must also carry out their academic and/or patient care responsibilities with professional competence, intellectual honesty, high ethical standards, and in a manner consistent with the policies and procedures of the University.

2. Procedure for appointment or promotion to the rank of Professor

  • The Director of Department reviews the candidate with the aid of a Departmental or interdepartmental committee in accordance with Department procedures.
  • The Director’s Recommendation is forwarded to the Dean.
  • The Dean forwards the recommendation for consideration for appointment or promotion to the Professorial Promotions Committee.
  • The Professorial Promotions Committee extensively reviews the candidate, as described below (D.3., Professorial Promotions Committee Review).
  • A favorable recommendation from the Committee is sent to the ABMF for review and vote.
  • A favorable recommendation of the ABMF is sent to the Trustees of the University for final approval.
  • The Dean notifies the faculty member of the Trustees’ approval for promotion or appointment.

3. Professorial Promotions Committee Review

  • The Professorial Promotions Committee (PPC) receives nominations for appointment or promotion to the rank of Professor from the Department Director.  An ad hoc subcommittee is appointed by the PPC and chaired by a member of the PPC.  The subcommittee seeks information on the candidate from within and outside the School of Medicine.  After extensive review, the subcommittee makes a recommendation to the PPC, and the PPC votes on whether or not to recommend appointment or promotion of the candidate.  The PPC then either makes a recommendation to the ABMF for appointment or promotion or reports to the Dean that it does not recommend appointment or promotion. If the Committee recommends against promotion or appointment of a faculty member, it reports this decision to the Dean who then transmits the decision to the Department Director. The Department Director has the right to appeal this decision to the ABMF. If the Committee does not recommend promotion to Professor, the candidate will not be considered for promotion for at least two years to provide sufficient time for the candidate to continue building his or her record of scholarly achievement.  A favorable recommendation from the PPC is sent to the ABMF for review and vote. The favorable recommendation of the ABMF is sent to the Trustees of the University for final approval. The Dean notifies the faculty member of the Trustees’ approval for promotion or appointment.

E. Exceptions to Time Periods for Reappointment Review

A reappointment review process will be initiated for a full-time faculty member at the specified periods as outlined in the guidelines above, except in cases of prolonged illness or approved leave of absence. A Department Director's recommendation for deferral of reappointment review should be forwarded to the Dean for approval, after which the faculty member will be notified of the Dean's decision.

Faculty members spending 50% or more of their time in administration outside the department may choose to have their administrative appointment considered a primary appointment and their departmental appointment considered secondary. The faculty member and the Department Director must agree at the beginning of the administrative appointment that it is primary. This agreement is subject to the approval of the Dean, who must notify the Reappointment Review Committee of the determination. The time during which a faculty member has a primary appointment in administration will not be counted within the periods for reappointment review, unless the faculty member so chooses.

If employment as a member of the full-time faculty in the University is interrupted for more than three consecutive years, the time for reappointment review will be calculated from the time employment resumes. If the interruption is less than three consecutive years, the time for reappointment review will be calculated from the initial faculty appointment at that rank, excluding the time absent from the full-time faculty. In the event of a shift of primary appointment within the School of Medicine, the time since the initial appointment at rank will ordinarily be considered the period of service, unless other arrangements are made with the Department Director and approved by the Dean.

F. Other Time Options Pertaining to Academic Advancement

The School of Medicine recognizes that additional flexible options may be required for faculty members with young families and other personal concerns. The following two options currently available to faculty members allow continued employment and the potential for future academic advancement in the School of Medicine.

  1. Part-time status: A faculty member may request a change of status from Full-time to Part-time. Part-time status may be either with or without salary, depending upon the work activities anticipated and the establishment of a contractual work agreement subject to approval by the Division Director, Department Director, or both and the faculty member. The time during which a faculty member has Part-time status will not be counted within the periods for reappointment review.
  2. Limited Full-time status: A faculty member may request to change his or her status from Full-time to Limited Full-time, which is defined as the minimum number of weekly work hours (28) required by the University to retain benefits. This request will be subject to the approval by the Division Director, Department Director, or both and will require a contractual work agreement specifying a defined number of hours per week at a reduction in salary commensurate with the reduction in work activities. The time during which a faculty member retains this status will be counted as 3/4 time within the periods of reappointment review. Limited Full-Time status will normally be for one year; proposed extensions are subject to annual renegotiation and renewal and to ABMF approval.
  3. Faculty members’ requests to change status to either Part-time or Limited Full-time that are denied at the Divisional or Departmental level may be appealed to the Office of the Dean. Faculty members who exercise these options should receive periodic review and career counseling from their Department to ensure that their career objectives are being met and their work contracts are being followed.
 

MSCHE: Self-Study Report for the School of Medicine

The School of Medicine has completed its Self-Study for the Middle States Commission on Higher Education accreditation review. Please review the self-study here.

 

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