{"id":428,"date":"2024-12-17T17:22:21","date_gmt":"2024-12-17T17:22:21","guid":{"rendered":"https:\/\/policies.pstcc.edu\/?page_id=428"},"modified":"2025-07-25T17:47:09","modified_gmt":"2025-07-25T17:47:09","slug":"policy-060200","status":"publish","type":"page","link":"https:\/\/policies.pstcc.edu\/?page_id=428","title":{"rendered":"POLICY 06:02:00"},"content":{"rendered":"\n

ACADEMIC TENURE<\/strong><\/h2>\n\n\n\n

Introduction<\/p>\n\n\n\n

Tenure is awarded only by positive action by the Tennessee Board of Regents (TBR), pursuant to the requirements and procedures of this policy at Pellissippi State Community College. The awarding of tenure is recognition of the merit of a faculty member and of the assumption that the faculty member will meet the long-term staffing needs of the department or academic program unit and the College. The continued professional growth and development of faculty is
necessary for Pellissippi State to continue to provide educational programs in accordance with the institution’s mission, goals, and changing needs. Tenure is awarded only to those members of
faculty who have exhibited professional excellence and outstanding abilities sufficient to demonstrate that their future services and performances justify the degree of permanence afforded by academic tenure.<\/p>\n\n\n\n

The quality of the faculty of Pellissippi State is maintained primarily through the appraisal, by faculty and administrative officers, of each candidate for tenure. Tenure at Pellissippi State provides eligible full-time faculty with the assurance of continued employment during the
academic year until retirement or dismissal for adequate cause, financial exigency, or curricular reasons, as further discussed herein. Tenure is not awarded in non-faculty positions.<\/p>\n\n\n\n

The following policy of Pellissippi State Community College on academic tenure specifically acknowledges
compliance with TBR Policy 05:02:03:70 Academic Tenure for Community Colleges<\/a>.<\/p>\n\n\n\n

    \n
  1. Definitions
    The following are general definitions of words and terms used in this policy and are
    further defined in the subsequent sections of this policy.\n
      \n
    1. Academic Tenure A personnel status in an academic department or academic
      program unit of Pellissippi State Community College pursuant to which the
      academic or fiscal year appointments of full-time faculty who have been awarded
      tenure are continued at Pellissippi State until expiration or relinquishment of that
      status, subject to termination for adequate cause, for financial exigency, or for
      curricular reasons.<\/li>\n\n\n\n
    2. Adequate Cause A basis upon which a faculty member, either with academic
      tenure or in a tenure-track, term, or temporary appointment, may be dismissed or
      terminated prior to the end of the specified term of the appointment. The specific
      grounds which constitute adequate cause are set forth herein.<\/li>\n\n\n\n
    3. Financial Exigency The formal declaration by the Tennessee Board of Regents
      that Pellissippi State Community College faces an imminent financial crisis, that
      there is a current or projected lack of sufficient funds (appropriated or non\u0002POLICY 06:02:00
      ACADEMIC TENURE
      appropriated) for the campus as a whole to maintain current programs and
      activities at a level sufficient to fulfill its educational goals and priorities, and that
      the budget can only be balanced by extraordinary means that include termination
      of existing and continuing academic and non-academic appointments. Additional
      information may be found in TBR Policy 5:02:06:00 Financial Exigency.<\/li>\n\n\n\n
    4. Faculty Member A full-time employee who holds academic rank as instructor,
      assistant professor, associate professor, or professor. Further definition is in TBR
      Policy 05:02:01:00 Definition of Faculty and Pellissippi State Policy 06:01:01
      Faculty.<\/li>\n\n\n\n
    5. Probationary Period A period of full-time professional service by a faculty
      member for whom an appointment letter denotes a tenure-track appointment in
      which the faculty member does not have tenure and in which the faculty member
      is evaluated by the College for the purpose of determining the faculty member\u2019s
      satisfaction of the criteria for a recommendation for tenure. Probationary
      employment provides an opportunity for the individual to assess commitment to
      the College and for the College to determine whether the individual meets its
      perception of quality and\/or projected need.<\/li>\n\n\n\n
    6. Peer Group A group consisting of all tenured faculty from the tenure candidate\u2019s
      academic department who vote whether or not to recommend the
      candidate for tenure to the candidate\u2019s supervisor(s). For candidates in
      departments with fewer than five tenured faculty members, a peer group of
      tenured faculty from related departments will be assembled as the candidate\u2019s
      peer group. In order to be eligible to participate in the peer review process for
      tenure, a faculty member must not have been released from more than 50 percent
      of the faculty member\u2019s teaching load or other departmental duties for four full
      semesters of the last six academic semesters.<\/li>\n\n\n\n
    7. Vote Peer group members vote by casting a ballot to recommend the candidate for
      tenure, not recommend the candidate for tenure, or abstain. An abstention is not a
      refusal to vote; rather, it signifies that the voter would be equally satisfied with
      either outcome (i.e., the candidate receiving tenure or not receiving tenure).<\/li>\n\n\n\n
    8. Peer Group Meeting A meeting of as many members of the peer group as possible
      in which the members of the peer group may ask questions of the candidate,
      discuss the candidate\u2019s qualifications, and cast individual votes. To participate,
      members of the peer group must have read and signed off on candidate portfolios.<\/li>\n\n\n\n
    9. Supervisor An individual who manages and evaluates faculty members. A
      supervisor may have a title of department head, assistant dean, dean, or
      chief academic officer. It is possible that a candidate may have two supervisors,
      for example, department head and dean.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
    10. Consideration for Tenure\n
        \n
      1. Tenure Appointments\n
          \n
        1. No faculty member will be entitled to or acquire any interest in a tenure
          appointment at Pellissippi State without a recommendation for tenure by
          the president of the College and an affirmative award of tenure by the
          Board of Regents. No other person will have any authority to make any
          representation concerning tenure to any faculty member, and failure to file
          timely notice of non-renewal of a contract will not result in the acquisition
          of a tenure appointment, but will result in the right of the faculty member
          to another year of service at the College, provided that no tenure appeals
          remain outstanding due to lack of cooperation and\/or appropriate action on
          the part of the candidate in completing the appeal process.<\/li>\n\n\n\n
        2. Recommendations for or against tenure should originate from the
          department or academic unit to which the faculty member is
          assigned and include appropriate participation in the recommendation by a
          peer committee of tenured faculty. Peer committees have qualified
          privilege of academic confidentiality against disclosure of individual
          tenure votes unless there is evidence that casts doubt upon the integrity of
          the peer committee. This policy will be interpreted in a manner consistent
          with the Tennessee Public Records Act, as recorded in T.C.A. Sections
          10-7-503 Records Open to Public Inspection and 504 Confidentiality of
          Certain Records. The recommendation for tenure must be made by the
          president to the chancellor and by the chancellor to the Board. In the event
          that tenure is awarded by the Board, the president will furnish to the
          faculty member written confirmation of the award.<\/li>\n\n\n\n
        3. The president may request tenure upon appointment for candidates with
          extraordinary credentials. The exception should be requested to the
          chancellor when the faculty member is employed.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
        4. Minimum Eligibility Requirements\n
            \n
          1. Academic tenure may only be awarded to regular full-time faculty
            members who: (1) hold academic rank as instructor, assistant professor,
            associate professor, or professor and meet the minimum rank criteria for
            the rank held under TBR Policy 5:02:02:30 Faculty Promotion at
            Community Colleges and Pellissippi State Policy 06:03:00 Faculty
            Promotion; (2) have been employed in a tenure-track appointment and
            have completed not less than the minimum probationary period of service
            as described in section C below; and\/or as agreed upon in writing and
            signed by the president or his or her designee; and (3) have been
            determined by the College to meet the criteria for recommendation for
            tenure and have been so recommended pursuant to this policy.<\/li>\n\n\n\n
          2. Faculty members supported in whole or in part by funds available to the
            College on a short-term basis, such as grants, contracts, or foundation
            sponsored projects, may be eligible for tenure if continuing support for
            such members can be clearly identified in the regular budget of the
            College upon the recommendation of tenure to the Board.<\/li>\n\n\n\n
          3. Pellissippi State may establish additional reasonable requirements for the
            eligibility of faculty for consideration for tenure. These may include but
            are not limited to the completion of a specified degree in the faculty
            member’s discipline.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
          4. Length of Probationary Period\n
              \n
            1. Faculty may be employed on annual tenure-track appointments for a
              maximum probationary period that may not exceed six years. A
              recommendation for tenure of a faculty member may be made by the
              president following a probationary period of not less than five years.
              Exceptions to the minimum probationary period may be made under
              special circumstances upon recommendation by the president and approval
              by the chancellor. Upon approval of such an exception by the chancellor,
              the faculty member\u2019s recommendation for tenure will go forward to the
              Board as meeting the requirements for the probationary period.<\/li>\n\n\n\n
            2. When a faculty member on a tenure-track appointment approaches the
              fifth year of the probationary period or is granted an exception in the
              length of the probationary period as noted above, the faculty member is
              notified by the chief academic officer during the spring semester of the
              faculty member\u2019s eligibility to apply for tenure during the following
              academic year. Tenure eligible faculty may only apply for tenure one time,
              and the faculty member must apply for tenure consideration in accordance
              with the official tenure procedure in the academic year immediately
              following notification. At the conclusion of the tenure process, the faculty
              member will either be recommended for tenure by the president or will be
              given notice of non-renewal of the appointment following the sixth year of
              service. Such notice of non-renewal should be given not later than the
              final day of the fifth academic year. The faculty member’s right in an
              instance where timely notice is not given is described in A1 above.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
            3. Calculating the Probationary Period
              Only full-time continuous service at the College will be included in determining
              completion of the probationary period unless a break in service is approved.
              Employment during summer terms and in part-time positions will not be credited
              toward satisfying the probationary period.\n
                \n
              1. Credit for Prior Service\n
                  \n
                1. Credit toward completion of the probationary period may, at the
                  discretion of the president, be given for a maximum of three years
                  of previous fulltime service at other colleges, universities, or
                  institutes, provided that the prior service is relevant to Pellissippi
                  State needs and criteria. Any credit for prior service which is
                  recognized and agreed to must be confirmed in writing at the time
                  of the initial appointment.<\/li>\n\n\n\n
                2. Credit toward completion of the probationary period may, at the
                  discretion of the president, be given for a maximum of three years
                  of previous fulltime service in a temporary or term faculty
                  appointment at Pellissippi State or in an earlier tenure-track
                  appointment at Pellissippi State which has been followed by a
                  break in service. Any credit for prior service in a temporary
                  full\u0002time faculty appointment at Pellissippi State or in earlier tenure\u0002-track
                  appointment at Pellissippi State which has been followed by
                  a break in service must be recognized and confirmed in writing in
                  the appointment letter to a tenure-track position.<\/li>\n\n\n\n
                3. Tenure-track faculty who begin in January may be awarded one
                  year of academic credit toward tenure.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                4. Leave of Absence. The period of approved leave of absence will be
                  excluded from the required probationary period. A faculty member may
                  apply for a maximum of two, non-consecutive, one-year leave increments.
                  Exceptions may be granted by the president if requested in writing prior to
                  the leave of absence. Exceptions may include:\n
                    \n
                  1. crediting the leave periods to the probationary period and\/or<\/li>\n\n\n\n
                  2. granting more than two, non-consecutive, one-year increments
                    with approval of the chancellor.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                  3. Stopping the Tenure Clock. A faculty member may request to \u201cstop the
                    tenure clock\u201d during the faculty member\u2019s probationary period when
                    circumstances exist that interrupt the faculty member\u2019s normal progress
                    toward qualifying for tenure. In such cases, the faculty member may
                    request to \u201cstop the clock\u201d for one year if the faculty member
                    demonstrates that circumstances reasonably warrant the interruption.
                    Reasons will typically be related to a personal or family situation requiring
                    attention and commitment that consumes the time and energy normally
                    devoted to faculty duties and professional development. Examples may
                    include childbirth or adoption, care of dependents, medical conditions or
                    obligations, physical disasters or disruptions, military deployment, or
                    similar circumstances.<\/li>\n\n\n\n
                  4. Administrative Appointment. A faculty member appointed to an
                    administrative position may remain eligible for tenure consideration. The
                    faculty member must:\n
                      \n
                    1. qualify for tenure under the College\u2019s guidelines;<\/li>\n\n\n\n
                    2. maintain a significant involvement in academic pursuits including
                      teaching, service\/outreach, and scholarship\/creative
                      activities\/research. The time or a prorated portion of the time spent
                      in the administrative position may be credited toward completion
                      of the probationary period.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                    3. Transfer to Another Department or Unit. When a faculty member is
                      serving a probationary period in a department or academic unit
                      and is subsequently transferred to another academic unit or program the
                      faculty member \u2013may\u2014with the approval of the president\u2014elect to begin
                      a new probationary period on the date the transfer occurs. If the faculty
                      member does not so elect (and confirms in writing to the president), time
                      spent in the first appointment will count toward establishing the minimum
                      and maximum probationary period (see C1 above).<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                    4. Criteria to be Considered in Tenure Recommendations
                      The nature and relative importance of the criteria for the recommendation for tenure
                      are related to the nature, mission, and goals of Pellissippi State and of the department
                      in which a faculty member is employed. The relative weight of each criterion depends
                      upon the exact job description and assigned duties. After the faculty member has met
                      the minimum eligibility requirements as outlined in section B above, the primary
                      criteria for tenure consideration are the same as those used in the faculty evaluation
                      system developed and implemented by Pellissippi State. These criteria include the
                      following: teaching effectiveness, service to the College, community service, student
                      interaction\/academic advising and professional development. Along with the results
                      shown on the evaluation system, an additional criterion to be considered is the
                      candidate’s ability to achieve personal objectives and goals of the department and the
                      College. Criteria for tenure relate to the College\u2019s three traditional missions: teaching,
                      service\/ outreach, and scholarship\/creative activities\/research. In the community
                      college setting effective teaching is of paramount importance.\n
                        \n
                      1. Instruction\n
                          \n
                        1. During the probationary period, the faculty member will have
                          demonstrated successful teaching or, in the case of non-teaching faculty,
                          will have demonstrated expertise commensurate with job responsibilities.
                          A demonstration of successful teaching experience will include student
                          perception of instruction during the entire probationary period.<\/li>\n\n\n\n
                        2. During the probationary period, the faculty member will have
                          demonstrated a pattern of significant contribution in at least one
                          instructional area.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                        3. During the probationary period, the faculty member will have demonstrated a
                          pattern of significant contribution in at least one service area.<\/li>\n\n\n\n
                        4. During the probationary period, the faculty member will have demonstrated a
                          pattern of significant contribution in at least one professional development area.<\/li>\n\n\n\n
                        5. Potential areas for significant contributions are stated as criteria in the categories
                          listed in the Faculty Evaluation Form. The lists are not inclusive; other
                          possibilities should be discussed with the academic department head or
                          supervisor. Contributions will be evaluated by the peer group for significance and
                          appropriateness during the peer review and peer meeting process (described in
                          Section V below). All contributions must be documented, and the faculty member
                          will retain this documentation for at least three years after receiving tenure.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                        6. Portfolio Development
                          The faculty member must develop an electronic portfolio that includes the faculty
                          member\u2019s formal annual faculty evaluations in combination with relevant narratives
                          for the probationary period, providing evidence that the candidate meets tenure
                          criteria. This portfolio will comprise the major input for tenure consideration. It will
                          be reviewed and assessed by all levels involved in the decision-making process as
                          outlined in this policy. The portfolio must be created electronically through a digital
                          notebook application as specified by the Promotion and Tenure Committee. The
                          portfolio will have the following sections:\n
                            \n
                          1. Vita\/R\u00e9sum\u00e9. The candidate must submit a current r\u00e9sum\u00e9 or teaching vita.<\/li>\n\n\n\n
                          2. Teaching. Effective teaching is an essential qualification for tenure, and tenure
                            will be granted only with clear and documented evidence of the candidate\u2019s
                            teaching ability and potential for continued development. Effective teaching may
                            include the use of research proven methods of active learning, such as common
                            academic experiences, learning communities, writing assignments, collaborative
                            learning activities, research projects, global or international course components,
                            service-learning, internships, and capstone projects. The following items will be
                            included in the portfolio, as appropriate, as evidence of effective teaching.
                            (Although appropriate documentation in the teaching category must be kept by
                            the candidate for a minimum of three years after receiving tenure, it is not
                            required to be included in the portfolio.)\n
                              \n
                            1. Statement of teaching philosophy.<\/li>\n\n\n\n
                            2. Summary of the \u201cteaching\u201d section from the annual faculty evaluations
                              during the probationary period, along with reflections on teaching
                              experiences during that time and descriptions of the perceived impact of
                              teaching activities and assignments on student retention and student
                              learning.<\/li>\n\n\n\n
                            3. Limited documentation if it is of an extraordinary nature or provides
                              clarity to the teaching narrative.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                            4. Service\/Outreach. Service and outreach includes the faculty member\u2019s activities
                              in college service, outreach or public service, and professional service. Narratives
                              to provide evidence of performance in one or more of the following activities
                              should be submitted. (Although documentation in the service\/outreach category
                              must be kept by the candidate for a minimum of three years after receiving tenure,
                              it is not required to be included in the portfolio.)\n
                                \n
                              1. College service refers to activities other than teaching and scholarship
                                performed at the department, school or college level and is expected of every
                                faculty member. College service includes, but is not limited to, serving on
                                departmental, faculty, or college-wide committees, advising students, and
                                participating in college activities. More extensive functions, such as
                                membership on a specially appointed task force, serving as advisor to a
                                student organization, and membership on a college search committee
                                should be taken into account in consideration for tenure. College service
                                also includes serving as assistant dean, department head or academic coordinator.<\/li>\n\n\n\n
                              2. The outreach or public service function is the College\u2019s outreach to the
                                community and society at large, with major emphasis on the application of
                                knowledge for the solution of problems with which society is confronted.
                                Outreach primarily involves sharing professional expertise and should
                                directly support the goals and mission of the College. A vital component
                                of the College\u2019s mission, public service must be performed at the same
                                high levels of quality that characterize the teaching function.<\/li>\n\n\n\n
                              3. Professional service refers to the work done for organizations related to
                                the faculty member\u2019s discipline or to the teaching profession in general.
                                Service to the profession includes activities such as service on statewide or
                                TBR committees, guest lecturing on other campuses and other appropriate
                                activities. Membership in professional organizations is also considered
                                outreach.<\/li>\n\n\n\n
                              4. Although documentation is not normally included in the portfolio, some
                                documentation can be included if it is of an extraordinary nature or
                                necessary to clarify information in the narrative.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                              5. Scholarship\/Creative Activities\/Research. Candidates for tenure must present
                                narratives as documented evidence of their scholarship, creative activities, and
                                research.
                                Such evidence should cite typical professional development activities such as
                                participation in professional organization meetings, faculty development
                                workshops and conferences; presentations at professional meetings; journal
                                editorship, article and grant proposal reviews; performances, exhibitions, and
                                creative activities, as well as completing books, journal articles or monographs,
                                and other appropriate activities. (Although documentation in the
                                scholarship\/creative activities and research category must be kept by the candidate
                                for a minimum of three years after receiving tenure, it is not required to be
                                included in the portfolio.)\n
                                  \n
                                1. The scholarship of teaching is a valid measure of research capability. It
                                  goes beyond doing a good job in the classroom; creative teachers should
                                  organize, record, and document their efforts in such a way that their
                                  colleagues may share their contributions to the art of teaching. Authoring
                                  appropriate textbooks, chapters within a book, or educational articles;
                                  making presentations; and utilization of innovative contributions to
                                  teaching constitute scholarship of teaching.<\/li>\n\n\n\n
                                2. Performances, compositions, and other artistic creations are examples of
                                  appropriate creative activities.<\/li>\n\n\n\n
                                3. Publications in journals or media of similar quality are considered
                                  indicators of professional and scholarly activities. Publications that are
                                  reviewed by peers are more significant than those that are not subjected to
                                  such rigorous examination.<\/li>\n\n\n\n
                                4. Presentations made at professional organization meetings, in-service
                                  sessions, national or regional conferences, or other professional settings
                                  qualify as scholarly activities.<\/li>\n\n\n\n
                                5. Attendance and participation in appropriate faculty development
                                  opportunities, including, but not limited to, in-service sessions, faculty
                                  development workshops, teaching conferences, and professional
                                  organization meetings count in this category.<\/li>\n\n\n\n
                                6. Although documentation is not normally included in the portfolio, some
                                  documentation can be included if it is of an extraordinary nature or
                                  necessary to clarify information in the narrative.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                                7. Annual Evaluations and Classroom Observations. The portfolio must also include
                                  the candidate\u2019s annual evaluations for each year of the probationary period and
                                  classroom observations conducted by peers and\/or supervisors as appropriate, for
                                  each year of the probationary period.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                                8. Tenure Guidelines and Procedures\n
                                    \n
                                  1. When a tenure-track employee is hired, that employee\u2019s supervisor assigns the
                                    faculty member a mentor who is a senior member of the faculty (tenured with at
                                    least a rank of assistant professor) to assist that employee in progress toward
                                    tenure. Should for any reason a mentor be unable or unwilling to serve, the
                                    supervisor appoints another mentor at the earliest possible convenience. Upon the
                                    tenure-track faculty member\u2019s receiving tenure, the mentoring relationship may
                                    end.<\/li>\n\n\n\n
                                  2. The supervisor has a specific conversation about a tenure-track faculty member\u2019s
                                    progress toward tenure at each annual evaluation.<\/li>\n\n\n\n
                                  3. During each spring semester, the chief academic officer or designee notifies
                                    faculty members of their eligibility to apply for tenure the following academic
                                    year.<\/li>\n\n\n\n
                                  4. By the end of the first week of classes of fall semester, candidates must notify
                                    their academic department dean of their intent to apply for tenure.<\/li>\n\n\n\n
                                  5. By their first fall semester meeting, the Faculty Senate selects the
                                    Promotion\/Tenure Committee (PTC) chair(s) according to Faculty Senate
                                    guidelines. Each academic department that has at least one candidate for promotion should choose a departmental representative to serve as a member of the PTC. The PTC chair(s) work with the academic department deans to select departmental representatives. PTC members may not be candidates for promotion or tenure.\u00a0<\/li>\n\n\n\n
                                  6. The chief academic officer or designee meets with the PTC chair(s) to discuss
                                    peer review group procedures, candidates and to establish the promotion and
                                    tenure calendar. The calendar will be established by the end of each fall semester.
                                    Once approved, the calendar is published by the office of the chief academic
                                    officer and distributed to faculty members who are eligible to apply for tenure and
                                    to their supervisors. The PTC chair informs academic department head
                                    candidates for tenure of the guidelines for compiling portfolios. The peer
                                    meetings will be held during the spring semester.<\/li>\n\n\n\n
                                  7. Each candidate compiles an online portfolio that addresses tenure criteria as
                                    outlined in Section IV of this policy and according to guidelines provided by the
                                    chief academic officer and the PTC. Candidates submit portfolios to their
                                    supervisors, who verify to the best of their knowledge, the content is accurate and
                                    the guidelines for the format have been met. Once the portfolio is reviewed by the
                                    supervisor and the supervisor\u2019s verification form is added, the portfolio is made
                                    available for review to members of the peer group for a minimum of two weeks
                                    prior to the peer group meeting. Once the candidate for promotion or tenure turns
                                    in their portfolio for evaluation and their supervisor signs it, the candidate must
                                    refrain from making major (ie, non-editorial) changes to their portfolio. If the
                                    candidate deems it necessary to include something of substance (e.g., another
                                    piece of scholarship or another narrative about a conference), they must do so
                                    with their supervisor\u2019s permission. After the change is made, the supervisor then
                                    needs to initial the change to make it official. Members of the peer group must
                                    review the portfolio to be eligible to vote.<\/li>\n\n\n\n
                                  8. Each departmental representative works with his or her academic department head
                                    or supervisor to determine a date, time, and location for the departmental peer
                                    meeting during the appropriate week as identified in the approved promotion and
                                    tenure calendar. The departmental representative and department head, director or supervisor ensure that the candidates for tenure and as many members of the peer group as possible are available to attend the meeting. The PTC announces the day, time, and
                                    location of the departmental meeting to all members of the peer group. The PTC
                                    assigns two members of the committee to monitor each peer group meeting. The
                                    monitors may not be members of the academic peer review group they will
                                    monitor.<\/li>\n\n\n\n
                                  9. Before attending the peer group meeting, faculty who intend to vote are required
                                    to read tenure portfolios and sign a roster to verify their review. Faculty who do
                                    not review the portfolios are not a part of the peer group and cannot send
                                    comments or questions to be read aloud by other peer group members.<\/li>\n\n\n\n
                                  10. Attendance at the peer group meeting is limited to the peer group itself, the PTC
                                    representatives, the candidates, and the supervisor(s) of each candidate. PTC
                                    representatives are present only to conduct the meeting and administer ballots,
                                    and each candidate\u2019s supervisor(s) is invited for the purpose of answering any
                                    questions that may arise that cannot be answered by anyone in the peer group.
                                    The candidate\u2019s supervisor(s) does not otherwise participate in the meeting or
                                    discussion for that candidate. A faculty member who has or had a suprvisory role may not participate as a peer group member for candidates they have supervised at any point during the probationary period. If a supervisor is a candidate for tenure, then their supervisor(s) must be present. During the peer group meeting, the monitors introduce the tenure candidates, one at a time, to the peer group. Candidates under consideration for tenure must be in attendance to answer any questions put forth by their peer group. The candidate for tenure remains in attendance to answer questions but must leave the room
                                    during the peer discussion and vote. Prior to the vote on each candidate, there is
                                    an opportunity for discussion. The discussion must be limited to items outlined in
                                    the job description, qualifications of the candidates, and categories by which
                                    faculty are evaluated. Peers then vote by secret ballots which are collected by the PTC representatives monitoring the meeting. If a member of the peer group arrives late, they will need to remain outside if discussion of and\/or the vote about a candidate is in progress. A late peer can be admitted to the meeting when the next candidate is up for questions, discussion and vote. Vote results are not announced to the peer group or to the candidates. <\/li>\n\n\n\n
                                  11. Peer group members are strongly encouraged to attend the peer group meeting;
                                    however, absentee votes will be counted if the absentee ballot is approved by the
                                    PTC chair(s). Absentee ballots may be requested only by peer group members
                                    who have a class conflict or receive approval by the PTC. The request for an absentee ballot
                                    must be made in writing by filling out the Absentee Ballot Request form An
                                    absentee ballot must be requested a minimum of 72 hours prior to the peer group
                                    meeting for the requestor\u2019s department and the ballot must be submitted 24 hours
                                    prior to the peer group meeting. Peer group members who vote absentee are not
                                    able to participate in the peer group discussion as outlined in section K. This
                                    includes sending comments or questions to be read aloud by other peer group
                                    members.<\/li>\n\n\n\n
                                  12. In the event that an extenuating circumstance prevents a candidate from attending
                                    the peer group meeting, the peer group must agree via a simple majority vote,
                                    conducted by the PTC monitors, to one of the following two options. Options
                                    must be presented in the order listed, and voting will continue until a simple
                                    majority is reached.\n
                                      \n
                                    1. Vote to continue the discussion on a candidate\u2019s application and hold the
                                      subsequent peer vote in the candidate\u2019s absence.<\/li>\n\n\n\n
                                    2. Vote to defer discussion and subsequent vote and agree to reconvene the
                                      peer group with the absent candidate in attendance at an alternate time.
                                      The rescheduled peer group meeting must occur before the posted
                                      deadline for the supervisor to submit written recommendations to the chief
                                      academic officer according to the approved promotion and tenure
                                      calendar.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                                    3. After the peer group meeting, the monitors count the ballots and record results of
                                      the peer group votes for each candidate using forms approved by Academic
                                      Affairs and the PTC. In the case of a tie vote, the recommendation form will
                                      indicate that the vote was a tie. By the close of the working day following the peer
                                      group meeting, the PTC representatives deliver the recommendation form and the results
                                      form to the candidate\u2019s academic department head or director who then informs the dean. A copy of the results form and dean’s recommendation will be provided to the chief academic officer. The PTC chair or designated member of the PTC
                                      delivers all ballots to the Executive Director of Compliance to be held
                                      until the tenure process is satisfactorily completed. By the end of the second
                                      working day following the peer group meeting, the supervisor adds the
                                      recommendation form to the candidate’s portfolio and orally informs the
                                      candidate of the recommendation or non-recommendation of the peer group. If
                                      a supervisor is a candidate for tenure, the results of the vote are sent to their
                                      immediate supervisor.<\/li>\n\n\n\n
                                    4. If a candidate for tenure wishes to withdraw from tenure consideration at this
                                      point in the process, the candidate may do so. If the candidate elects to exercise
                                      this option, the tenure process is halted at this point, and the candidate\u2019s
                                      employment records will not reflect denial of tenure. The candidate may not,
                                      however, reapply for tenure and will be given written notice of non-renewal of the
                                      candidate\u2019s appointment to be effective following the sixth year of service. Such
                                      notice of non-renewal should be given not later than the final day of the
                                      candidate\u2019s fifth academic year.<\/li>\n\n\n\n
                                    5. The candidate\u2019s supervisor(s) writes a statement of recommendation or non-recommendation and forwards that statement to the chief academic officer.
                                      Recommendations must be sent within the time frame allowed in the approved
                                      promotion and tenure calendar.<\/li>\n\n\n\n
                                    6. The chief academic officer submits their written comments and recommendations
                                      to the president. If the recommendation is negative, the chief academic officer
                                      also informs the candidate. Recommendations must be sent within the time frame
                                      allowed in the approved promotion and tenure calendar.<\/li>\n\n\n\n
                                    7. The president recommends candidates for tenure to the chancellor and informs the
                                      candidates when the president has done so. Recommendations must be sent within
                                      the time frame allowed in the approved promotion and tenure calendar.<\/li>\n\n\n\n
                                    8. The president provides a written report of the TBR’s decision to candidates after
                                      the president receives the results of the TBR June meeting vote.<\/li>\n\n\n\n
                                    9. If a candidate is denied tenure or chooses to withdraw their candidacy prior to
                                      recommendations to the chief academic officer, the faculty member\u2019s contract
                                      will be renewed for one more year (a sixth year), at which time the faculty
                                      member\u2019s employment with the College will terminate. Candidates have only one
                                      opportunity to be considered for tenure.<\/li>\n\n\n\n
                                    10. The chief academic officer forwards the appropriate documents (i.e., dean\u2019s
                                      verification letter, the recommendation form, the candidate\u2019s current year annual
                                      evaluation, and recommendations of the chief academic officer and president) to
                                      Human Resources. In addition, access to electronic tenure portfolios is ended, so
                                      only the candidates have on-going access to their individual portfolios.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
                                    11. Changes in Tenure and Tenure-track Status
                                      1. Non-renewal of Non-Tenured Faculty
                                        1. When tenure-track appointments of faculty are not being renewed for
                                          further service, the faculty member will receive notice of their non-retention for the coming academic year as follows:
                                          1. Not later than April 1 of the first academic year of service, if the
                                            appointment expires at the end of that year; or, if the appointment
                                            terminates during the first academic year, at least two months prior
                                            to its termination.Not later than January 1 of the second year of service, if the
                                            appointment expires at the end of that year; or, if the appointment
                                            terminates during that academic year, at least five months prior to
                                            its termination.Not later than the close of the academic year preceding the third or
                                            subsequent year of service, if the appointment expires at the end of
                                            that year; or, if the appointment terminates during the academic
                                            year, at least twelve months prior to its termination.<\/li><\/ol>Notice of non-renewal will be effective upon personal delivery of the
                                            notice to the faculty member, or upon the date the notice is mailed,
                                            postage prepaid, to the faculty member at his\/her current home address of
                                            record with the College.Applicable dates for notice of non-renewal are based upon actual years of
                                            service at Pellissippi State and are in no way affected by any credit for
                                            prior service that may have been awarded.Faculty members on tenure-track appointments will not be terminated
                                            during the annual specified term of the appointment except for reasons
                                            which would be sufficient for the termination of tenured faculty.The non-renewal or non-reappointment of any faculty member on a
                                            tenure-track appointment does not necessarily carry an implication that the
                                            faculty member\u2019s work or conduct has been unsatisfactory.Unless there is a violation of state or federal law under the limitations
                                            described in TBR Policy 1:02:11:00 Appeals and Appearances before the
                                            Board, decisions which are not appealable to the chancellor include 1)
                                            non-renewal of tenuretrack faculty appointment during the first five years
                                            of the probationary period and 2) denial of tenure unaccompanied by
                                            notice of termination in the sixth year of the probationary period.<\/li><\/ol>Transfer of Tenure
                                            A faculty member who is tenured in an academic unit and is transferred
                                            to another academic unit will retain tenure; moreover, the tenure
                                            appointment will be transferred to the new academic unit. In no instance
                                            may the faculty member be compelled to relinquish tenure as a condition of the
                                            transfer.
                                            When a faculty member with tenure is appointed to an administrative position, the
                                            individual will retain tenure in the former faculty position. A faculty member
                                            eligible but not having attained tenure who also holds a non-faculty position will
                                            make progress toward tenure after returning to the full-time faculty position,
                                            subject to the requirements of this policy.Expiration of Tenure
                                            Tenure status will expire upon retirement of the faculty member. Tenure will also
                                            expire upon the event of permanent physical or mental inability of a faculty
                                            member, as established by an appropriate medical authority, to continue to
                                            perform the faculty member\u2019s assigned duties.Relinquishment of Tenure
                                            A faculty member will relinquish or waive their right to tenure upon resignation
                                            from the College or upon failure to report for service at the designated date of the
                                            beginning of any academic term, which will be deemed to be a resignation unless,
                                            in the opinion of the president, the faculty member has shown good cause for such
                                            failure to report.Termination of Tenure for Reasons of Financial Exigency
                                            A tenured faculty member may be terminated as a result of financial exigency at
                                            the College subject to a TBR declaration that such financial conditions exist.Termination of Tenure for Curricular Reasons
                                            The employment of a tenured faculty member may be terminated because 1) a
                                            program is deleted from the curriculum or 2) because of substantial and continued
                                            reduction of student enrollment in a field or discipline.
                                            Before declaring that curricular reasons exist, the president will meet with the
                                            Faculty Senate to identify the specific curricular reasons, evaluating the long-term effect
                                            on the College’s curriculum and its strategic planning goals and the advisability of
                                            initiating further action. Before initiating the process described below, the president will
                                            present to the Faculty Senate\u2014either verbally or in writing\u2014a description of the
                                            curricular reasons that may warrant the termination of tenured faculty member(s). Each
                                            of these reasons must identify shifts in staffing needs that warrant greater reductions than
                                            those which are accommodated by shifting positions from one program or department to
                                            another.
                                            The Faculty Senate will have the opportunity to respond to the president\u2019s
                                            descriptions of the curricular reasons that may warrant eliminating tenured faculty
                                            positions. The response will be in writing and submitted within two weeks of the
                                            president\u2019s meeting with the Faculty Senate. The president should receive this response
                                            before initiating any of the following actions:
                                            1. Upon determining that termination of one or more tenured faculty members
                                              is required for one or more of the reasons cited above, the president will
                                              furnish each faculty member to be terminated a written statement of the
                                              reasons for the termination. Those reasons will fully address the curricular
                                              circumstances that warranted the termination and will indicate the manner
                                              and information upon which the decision was reached regarding which
                                              faculty members were to be terminated. The president’s written statement
                                              will also indicate that the faculty member has the opportunity to respond in
                                              writing stating any objections to the decision.If the faculty member to be terminated indicates objections to the
                                              president’s written statement and requests a review, the president will
                                              appoint a faculty committee consisting of a minimum of five tenured
                                              faculty members from a slate of ten tenured faculty members prepared by
                                              the Faculty Senate. The committee will conduct a hearing on the proposed
                                              termination(s). The committee will report its findings and
                                              recommendations to the president, who will, in a reasonable time, inform
                                              the faculty member(s) proposed for termination in writing either that the
                                              decision for termination stands or that it has been altered.The president’s decision to terminate a tenured faculty member for
                                              curricular reasons is subject to appeal to the chancellor and the TBR as
                                              provided in TBR Policy 1:02:11:00 Appeals and Appearances before the Board.When a tenured faculty member is terminated for curricular reasons, the
                                              position will not be filled by a new appointee with the same areas of
                                              specialization as the terminated faculty member within a period of three
                                              years unless the terminated faculty member has been offered, in writing,
                                              reappointment to the position at the faculty member\u2019s previous rank, tenure,
                                              and salary with the addition of an appropriate increase which in the opinion
                                              of the president would constitute the raise that would have been awarded
                                              during the period that the tenured faculty member was not employed.Upon determining that termination of one or more tenured faculty members
                                              is warranted for curricular reasons, the president will base the decision
                                              about which faculty member(s) should be terminated upon the president\u2019s
                                              assessment as to what action will least seriously compromise the
                                              educational programs in a department or academic program unit.
                                              Termination for curricular reasons presumes a staffing pattern in a
                                              department or academic unit which cannot be warranted either by
                                              comparison with general load practices within the College or by comparison with
                                              faculty loads in comparable departments or academic program units at similar
                                              colleges. In that light, the president will also, at their discretion, base their decision
                                              on a careful assessment of the impact of the curricular reasons on staffing
                                              requirements in the department or academic program unit as compared to overall
                                              patterns in the College and to comparable departments or academic program units.
                                              Unless the president demonstrates that an exception should be made to
                                              minimize qualitative compromise of an educational program, the following
                                              considerations will guide (but not be construed as mandatory) the president
                                              in determining the order of faculty reductions in a department or academic
                                              unit where termination of tenured faculty is proposed for curricular
                                              reasons:
                                              1. part-time faculty should not be renewed before tenured
                                                faculty are terminated;temporary faculty or tenure-track faculty in the probationary period
                                                should not be renewed before tenured faculty are terminated;among tenured faculty, those with higher rank should have priority
                                                over those with lower rank;among tenured faculty with comparable rank, those with appropriate
                                                higher academic degree(s) should have priority over those with
                                                lower degrees, andamong tenured faculty with comparable rank and comparable
                                                degrees, those with greater seniority in rank should have priority
                                                over those with less seniority.
                                                The president has the discretion to deviate from this policy if the
                                                president can demonstrate that the quality of the College’s programs
                                                will be negatively impacted by strict adherence to this seniority preference.When a tenured faculty member is to be terminated for curricular
                                                reasons, the president will make every possible effort to relocate the
                                                tenured faculty member in another existing vacant position for
                                                which the faculty member is qualified. In instances where in the
                                                opinion of the president, relocation with the College is a viable
                                                alternative, the College has an obligation to make a significant effort
                                                to relocate the faculty member, including the bearing of reasonable
                                                retraining costs. The final decision on relocation is within the
                                                discretion of the president.Definitions:
                                                1. “Program is deleted from the curriculum” means that the
                                                  College takes formal action to terminate a degree major,
                                                  concentration, or other curricular component and that such
                                                  termination eliminates or reduces need for faculty qualified
                                                  in that discipline or area of specialization.”Substantive and continued reduction of student enrollment
                                                  in a field” means that over a period of at least three years,
                                                  student enrollment in a field has decreased at a rate in
                                                  considerable excess of that of the College as a whole and that
                                                  such reduction has resulted in faculty-student ratios that, in
                                                  the opinion of the president, cannot be warranted either by
                                                  comparison with equivalent faculty load practices within the
                                                  College or by comparisons with faculty loads in comparable
                                                  departments or academic program units at similar colleges
                                                  which the president would deem to be appropriate for
                                                  comparison.<\/li><\/ol><\/li><\/ol><\/li><\/ol>Termination for Adequate Cause
                                                  A faculty member with tenure or a faculty member on a tenure-track or temporary
                                                  appointment prior to the end of the term of the appointment may be terminated for
                                                  adequate cause, which includes the following:
                                                  1. Incompetence or dishonesty in teaching or research.Willful failure to perform the duties and responsibilities for which the
                                                    faculty member was employed; refusal or continued failure to comply with
                                                    the policies of the Board, the College or the department; or refusal or
                                                    continued failure to carry out specific assignments, when such policies or
                                                    assignments are reasonable and non-discriminatory.Conviction of a felony or a crime involving moral turpitude.Improper use of narcotics or intoxicants, which substantially impairs the
                                                    faculty member’s fulfillment of their departmental and college duties and
                                                    responsibilities.Capricious disregard of accepted standards of professional conduct.Falsification of information on an employment application, application for
                                                    tenure, application for promotion (in the candidate\u2019s promotion or tenure
                                                    portfolio), or other information concerning qualifications for a position.Failure to maintain the level of professional excellence and ability
                                                    demonstrated by other members of the faculty in the department or
                                                    academic program unit of the College.<\/li><\/ol>Procedures for Termination for Adequate Cause
                                                    Termination of a faculty member with a tenure appointment or with a tenure-track
                                                    or temporary appointment prior to the end of the specified term of the
                                                    appointment will be subject to the following procedures.
                                                    1. Suspensions pending termination will be governed by the following
                                                      procedure:
                                                      1. A faculty member may not be suspended without due process
                                                        unless it is determined by the College that the faculty member’s
                                                        presence poses a danger to persons or property or a threat of
                                                        destruction to the academic or operational processes of the
                                                        College.In any case of suspension, the faculty member will be given an
                                                        opportunity at the time of the decision or immediately thereafter to
                                                        contest the suspension. If there are disputed issues of fact or cause
                                                        and effect, the faculty member will be provided the opportunity for
                                                        a hearing on the suspension as soon as possible, at which time the
                                                        faculty member may cross-examine their accuser(s), present
                                                        witnesses on the faculty member\u2019s behalf, and be represented by
                                                        an attorney. Thereafter, whether the suspension is upheld or
                                                        revoked, the matter will proceed pursuant to these procedures.Reassignment of responsibilities is not considered suspension;
                                                        however, the faculty member must be reassigned responsibilities
                                                        for which the faculty member is qualified.<\/li><\/ol>Except for such simple announcements as may be required concerning the
                                                        time of proceedings and similar matters, public statements and publicity
                                                        about these proceedings by either the faculty member or administrative
                                                        officers will be avoided so far as possible until the proceedings have been
                                                        completed, including consideration by the Board of Regents.Upon a recommendation by the chief academic officer to the president or
                                                        upon a decision by the president that these procedures should be
                                                        undertaken in consideration of the termination of a tenured faculty
                                                        member, one or more appropriate administrators, including the faculty
                                                        member\u2019s academic department head or supervisor, will meet privately
                                                        with the faculty member for purposes of attempting to reach a mutually
                                                        acceptable resolution of the problems giving rise to the proposed
                                                        termination proceedings.If a mutual resolution is not reached under paragraph 3 above, the
                                                        president will appoint a faculty committee consisting of tenured faculty
                                                        members, whose appointment should be, if possible and reasonable under
                                                        the circumstances, agreed to by the faculty member. The faculty
                                                        committee will conduct an informal inquiry of the facts giving rise to the
                                                        proposed termination and seek a mutually acceptable resolution. Should
                                                        no such resolution be reached, the committee will recommend to the
                                                        president whether, in its opinion, further proceedings should be taken in
                                                        pursuit of the termination. The recommendation will be in writing and will
                                                        be accompanied by reasons for the recommendation. This
                                                        recommendation advises, but is not binding on, the president.If no mutually acceptable resolution is reached through step 4 above, or if,
                                                        after consideration of the faculty committee’s recommendation, the
                                                        president determines that further proceedings are warranted toward
                                                        termination, the following steps will be taken:
                                                        1. The faculty member will be provided with a written statement of
                                                          the specific charges alleged by the College which constitute
                                                          grounds for termination and a notice of a hearing, specifying the
                                                          time, date, and place of the hearing. The statement and notice must
                                                          be provided at least twenty days prior to the date of the hearing.
                                                          The faculty member will respond to the charges in writing at least
                                                          five days prior to the hearing. The faculty member may waive the
                                                          hearing by execution of a written waiver.A committee consisting of members of faculty or faculty and
                                                          administration will be appointed to hear the case and to determine
                                                          if adequate cause for termination exists according to the procedure
                                                          hereinafter described. The committee will be appointed by the
                                                          president and the Faculty Senate with each appointing four
                                                          members. The committee may not include any member of the
                                                          faculty committee referred to in paragraph 4 above. Members
                                                          deeming themselves disqualified for bias or interest will remove
                                                          themselves from the case, either at the request of another party or
                                                          on their own initiative. Members of the committee will not discuss
                                                          the case outside committee deliberations and will report any ex
                                                          parte communication pertaining to the hearing to the committee
                                                          chairman, who will notify all parties of the communication.<\/li><\/ol>The hearing committee will elect a chairperson who will direct the
                                                          proceedings and rule on procedural matters, including the granting of
                                                          reasonable extensions of time at the request of any party and upon the
                                                          showing of good cause for the extension.The chairperson of the hearing committee may, at his or her discretion,
                                                          require a joint pre-hearing conference with the parties that may be held in
                                                          person or by a conference call. The purpose of the pre-hearing conference
                                                          should include but is not limited to one or more of the following:
                                                          1. notification as to procedure for conduct of the hearing;exchange of witness lists, documentary evidence, and affidavits;definition and clarification of issues;determination of facts.<\/li><\/ol>A written memorandum of the pre-hearing conference will be prepared
                                                            and provided to each party.A hearing will be conducted by the hearing committee to determine
                                                            whether adequate cause for termination of the faculty member exists. The
                                                            hearing will be conducted according to the procedures below:
                                                            1. During the hearing, the faculty member will be permitted to have
                                                              an advisor present and may be represented by legal counsel of the
                                                              faculty member\u2019s choice.A verbatim record of the hearing will be taken, and a copy will be
                                                              made available to the faculty member, upon request, at the faculty
                                                              member’s expense.The burden of proof that adequate cause exists rests with the
                                                              College and will be satisfied only by clear and convincing
                                                              evidence in the record considered as a whole.The faculty member will be afforded an opportunity to obtain
                                                              necessary witnesses and documentation or other evidence. The
                                                              administration will cooperate with the committee in securing
                                                              witnesses and making available documentary and other evidence.The faculty member and the administration will have the right to
                                                              confront and cross-examine all witnesses. Where the witnesses
                                                              cannot or will not appear, but the committee determines that the
                                                              interests of justice require admission of their statements, the
                                                              committee will identify the witnesses, disclose their statements,
                                                              and if possible, provide for interrogatories.
                                                              An affidavit may be submitted in lieu of a personal appearance of a
                                                              witness if the party offering the affidavit has provided a copy to the
                                                              opposing party at least ten days prior to the hearing and the
                                                              opposing party has not objected to the admission of the affidavit in
                                                              writing within seven days after delivery of the affidavit or if the
                                                              committee chairperson determines that the admission of the
                                                              affidavit is necessary to insure a just and fair decision.In a hearing on charges of incompetence, the testimony will
                                                              include that of qualified faculty members from the College or other
                                                              institutions of higher education.The hearing committee will not be bound by strict rules of legal
                                                              evidence and may admit any evidence which is of probative value
                                                              in determining the issues involved. Every possible effort will be
                                                              made to obtain the most reliable evidence available.The findings of fact and the report will be based solely on the
                                                              hearing record.The president and the faculty member will be provided a copy of
                                                              the written committee report. The committee’s written report will
                                                              specify findings of fact and will state whether the committee has
                                                              determined that adequate cause for termination exists and, if so, the
                                                              specific ground for termination found. The committee may
                                                              recommend dismissal or action less than dismissal. The report will
                                                              also specify any applicable policy the committee considered.<\/li><\/ol>After consideration of the committee’s report and the record, the president
                                                              may, at the president\u2019s discretion, consult with the faculty member prior to
                                                              reaching a final decision regarding termination. Following the review, the
                                                              president will notify the faculty member of their decision, which, if
                                                              contrary to the committee’s recommendation, will be accompanied by a
                                                              statement of the reasons. If the faculty member is terminated or suspended
                                                              as a result of the president’s decision, the faculty member may appeal the
                                                              president’s action to the chancellor pursuant to TBR Policy 1:02:11:00
                                                              Appeals and Appearances before the Board. Review of the appeal will be
                                                              based upon the record of the hearing. If upon review of the record, the
                                                              chancellor notes objections regarding the termination and\/or its
                                                              proceedings, the matter will be returned to the president for
                                                              reconsideration, taking into account the stated objections, and, at the
                                                              discretion of the president, the case may be returned to the hearing
                                                              committee for further proceedings.<\/li><\/ol><\/li><\/ol>Source: Tennessee Board of Regents, Policy No. 5:02:03:70<\/a>
                                                              Tennessee Board of Regents, Policy No. 5:02:02:30<\/a>
                                                              Tennessee Board of Regents, Policy No. 1:02:11:00<\/a>
                                                              Tennessee Board of Regents, Policy No. 5:02:06:00<\/a>Approved: Executive Council, March 4, 1991
                                                              Executive Council, October 15, 1991
                                                              Executive Council, December 9, 1992
                                                              Executive Council, June 9, 1993
                                                              Executive Council, November 22, 1993
                                                              Editorial Changes, April 21, 1993, July 8, 1994
                                                              Reviewed\/Recommended: President’s Council, March 6, 1995
                                                              Approved: Allen G. Edwards, President, March 6, 1995
                                                              Reviewed\/Recommended: President’s Council, May 1, 1995
                                                              Approved: Allen G. Edwards, President, May 1, 1995
                                                              Reviewed\/Recommended: President’s Council, September 25, 1995
                                                              Approved: President Allen G. Edwards, September 25, 1995
                                                              Reviewed\/ Recommended: President’s Council, November 27, 1995
                                                              Approved: President Allen G. Edwards, November 27, 1995
                                                              Reviewed\/Recommended: President’s Council, March 11, 1996
                                                              Approved: President Allen G. Edwards, March 14, 1996
                                                              Reviewed\/Recommended: President’s Council, April 29, 1996
                                                              Approved: President Allen G. Edwards, May 1, 1996
                                                              Received\/Recommended: President’s Council, October 21, 1996
                                                              Approved: President Allen G. Edwards, October 21, 1996
                                                              Approved: President Allen G. Edwards, November 12, 1997
                                                              Approved: President Allen G. Edwards, November 29, 2000
                                                              Editorial Changes, May 23, 2001
                                                              Approved: President Allen G. Edwards, December 21, 2001
                                                              Approved: President Allen G. Edwards, March 1, 2005
                                                              Editorial Changes, February 13, 2006
                                                              Reviewed\/Recommended: President\u2019s Staff, October 30, 2006
                                                              Approved: President Allen G. Edwards, October 30, 2006
                                                              Reviewed\/Recommended President\u2019s Staff, March 26, 2007
                                                              Approved: President Allen G. Edwards, March 26, 2007
                                                              Editorial Changes, July 2008, July 1, 2009
                                                              Reviewed\/Recommended, President\u2019s Council, August 25, 2014
                                                              Approved President L. Anthony Wise, Jr., August 25, 2014
                                                              Editorial Changes, November 13, 2014
                                                              Editorial Changes, January 26, 2015
                                                              Reviewed\/Recommended: President\u2019s Council, March 28. 2016
                                                              Approved: President L. Anthony Wise Jr., March 28, 2016
                                                              Reviewed\/Recommended: President\u2019s Council, November 21, 2016
                                                              Approved: President L. Anthony Wise, Jr., November 21, 2016
                                                              Reviewed\/Recommended: President\u2019s Council, Sept. 14, 2020
                                                              Approved: President L. Anthony Wise Jr., Sept. 14, 2020
                                                              Reviewed\/Recommended: President\u2019s Council, November 27, 2023
                                                              Approved: President L. Anthony Wise, Jr., November 27, 2023
                                                              Reviewed\/Recommended: College Council, May 15, 2025
                                                              Approved: President L. Anthony Wise, Jr., May 15, 2025<\/li>\n<\/ol>\n","protected":false},"excerpt":{"rendered":"

                                                              ACADEMIC TENURE Introduction Tenure is awarded only by positive action by the Tennessee Board of Regents (TBR), pursuant to the requirements and procedures of this policy at Pellissippi State Community College. The awarding of tenure is recognition of the merit of a faculty member and of the assumption that the faculty member will meet the […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"policy-template-1","meta":{"footnotes":""},"class_list":["post-428","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/pages\/428","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=428"}],"version-history":[{"count":3,"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/pages\/428\/revisions"}],"predecessor-version":[{"id":1301,"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=\/wp\/v2\/pages\/428\/revisions\/1301"}],"wp:attachment":[{"href":"https:\/\/policies.pstcc.edu\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=428"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}