Policy

Purpose of Tenure and Promotion

Tenure is awarded to those individuals in a tenure-eligible position whose record indicates that they are likely to continue to make significant academic contributions to the University throughout their professional careers. Tenure-eligible positions are reserved for those who are engaged in academic activities of Teaching, Service, and Research, Scholarship, Creative Achievement, and/or Commercialization (“RSCAC”).

Within the limitations of Ohio laws and after the successful completion of the specified probationary period and the evaluative process called for in this policy, Miami University shall grant faculty members tenure as a means of ensuring academic freedom. The University recognizes the principles of academic freedom, as set forth in the University's Academic Freedom and Principles of Academic Freedom policies, which incorporate the American Association of University Professors 1940 Statement of Principles on Academic Freedom and Tenure. 

Each candidate for tenure and/or promotion is judged individually on their own merits, not
relative to other candidates. If a candidate demonstrates the high quality of professional
performance expected by Miami, tenure will be conferred, regardless of how many other
candidates may be considered in a given year. However, it is not anticipated that all individuals
will be able to demonstrate the high-quality of professional performance required to achieve
tenure.

Probationary Period

Ordinarily, tenure-track faculty shall initially be appointed at the rank of Assistant Professor, unless otherwise approved by the Divisional Dean (in consultation with the department) and Provost, and serve a probationary period of six years at Miami University.

For tenure-track faculty who begin service at the University after the start of an academic year, time counted toward their probationary period shall begin at the start of the faculty member’s first full academic year of service.

Upon recommendation of the Divisional Dean (in consultation with the department), Provost, and President, the Board of Trustees may confer tenure to a newly hired faculty member hired at the rank of Associate Professor or Professor. Such conferral of tenure shall be at the University's sole discretion in lieu of a probationary period.

Waiver Towards Probationary Period

Tenure-track faculty may request, in writing, to waive part of their probationary period and apply for tenure before their sixth year, subject to approval by their Divisional Dean (in consultation with the department) and Provost. Notice of the decision will be provided to the faculty member in writing.

Credit Towards Probationary Period

At the time of hire, upon approval by the Provost, tenure-track faculty may receive up to two years credit towards tenure. This credit must be noted in the original appointment letter. At the request of the candidate, this grant of credit or a portion thereof shall be rescinded subsequently during the probationary period. Full-time service in a different Miami department or an earlier discontinuous period of full-time Miami service may be credited in the same way as full-time service at other institutions. 

Extension of the Probationary Period

Extension of the probationary period refers to extending the time during which a tenure-track faculty member is considered for tenure. Expectations of tenure for a probationary faculty member granted an extension remain the same as expectations for a probationary faculty member evaluated within the standard probationary period.

1. A one-year extension of the probationary period will be granted by the Provost upon request of a probationary faculty member who in the twenty-four (24) months prior to request for extension has (1) the birth, care or adoption of a child (under the age of five); (2) approved family medical leave in accordance with University policy; or (3) approved parental leave in accordance with University policy.
2. The University, at its discretion, may grant requests by tenure-track faculty to extend their probationary period in circumstances other than those set forth above. Depending on the nature and severity, examples of such circumstances may include (but are not limited to): loss or unavailability of research facilities, military service, or loss or uninhabitability of primary residence.

   1. To receive consideration, requests for extension must be made in writing, with supporting information and/or documentation. The request requires the approval of the department chair, the Divisional Dean, and the Provost. The Provost will notify the candidate of the decision in writing.  Note: Throughout this policy the term ‘departmental chair’ shall be inclusive of ‘program director’ for those programs led by a program director.

   2. A leave of absence of one (1) year or less will not be grounds for extending the probationary period, absent other extenuating circumstances that justify extending the probationary period.
3. In extenuating circumstances, the University may, in its sole discretion, grant a second extension of a tenure-track faculty member’s probationary period. Denial of any request for a second extension shall not be subject to the grievance and arbitration procedures.
4. Extensions may be requested at any point between the start of the initial appointment and submission of the tenure/promotion dossier. A prior leave of absence shall not preclude a tenure-track faculty member from requesting an extension of their probationary period.

Annual Review of Probationary Members of the Faculty

1. Each department will establish a departmental tenure committee to initiate tenure recommendations. The membership of this tenure committee is to be determined by the department. In each year of the probationary period, the faculty member submits to the tenure committee their Annual Report of Professional Activities, which includes information sufficient to address their contributions across each evaluative category of Teaching, Service, and RSCAC.
2. The department chair, after consultation with the tenure committee, prepares an annual probationary evaluation of the member’s accomplishments; an evaluation that will provide an assessment of the member’s progress toward tenure, including strengths, weaknesses, and specific recommendations for improvement.
3. The evaluation prepared by the department chair must be reviewed and formally acknowledged by the tenure committee and the probationer before forwarding to the Divisional Dean, so that errors of fact and omission might be eliminated.
4. In the event the tenure committee’s evaluation differs from that of the chair, the tenure committee shall forward its evaluation to the probationer with a copy to the Divisional Dean. Such evaluations are subsequently reviewed by the Divisional Dean and then officially transmitted to the probationer.
5. Whenever the Divisional Dean’s evaluation differs from that of the department chair or the tenure committee, the Divisional Dean must inform the faculty member, the chair, and the tenure committee, in writing, citing the basis for the evaluation.
6. Beginning in the third year of qualifying service and continuing throughout the candidate's probationary period, the tenure committee will also prepare a separate written evaluation of the faculty member’s progress toward tenure, including strengths, weaknesses, and specific recommendations for improvement, and share that evaluation with the probationer and the department chair. The chair will also write an evaluation of the probationer’s progress toward tenure.
7. The Provost reviews the dossiers and evaluations in the third, fourth, and fifth years of a candidate’s probationary period and provides their own evaluation of the candidate's progress towards promotions and tenure. The Provost’s evaluation will be reported in writing to the candidate, the department tenure committee, the department chair, and the Divisional Dean. The complete documentation should also be distributed to the Divisional Dean.

Collegiality

Chairs should address concerns regarding professional collegiality as promptly as possible with the person whose behavior is questioned. Notice of uncollegial behavior must be given to that person in writing no later than his or her next annual evaluation after the occurrence of the behavior considered uncollegial.

Third Year Review

Upon the initial evaluation by the Provost, which normally occurs in third year of their probationary period, unless the probationary period has been extended, a faculty member whose progress toward meeting criteria for tenure is deficient may be notified of their termination by July 1 of that year and offered a one-year terminal appointment following that year with no reduction in compensation.

Evaluation Categories Defined

1. “High-quality teaching and academic advising” is defined as meaning that the person has demonstrated the following:
   1. proficiency in classroom instruction
      1. through the discharge of such responsibilities as meeting scheduled classes on time; being prepared for each class; being able to present material clearly; integrating new developments in the field and new methods of instruction;
      2. and through continuing evidence of favorable teaching evaluation.
   2. maintenance of regularly scheduled office hours and an interest in students indicated by availability for conferences, or one-to-one contact, etc.
   3. commitment to good teaching and maintenance of a continuing effort to improve teaching ability, including multiple measures of teaching effectiveness that are administered on a consistent basis.
   4. participation in scholarly discussion on teaching problems.
   5. initiative and skill in the development and administration of teaching programs.
   6. satisfactory fulfillment of academic advising responsibilities.
2. “Research, scholarly, creative achievement, and/or commercialization (“RSCAC”) of high quality and its prospective continuation” is defined as the development and presentation, through publication, performance, or other appropriate means, of a sustainable body of research, scholarship, creative achievement, or commercialization that is judged to be substantive and of high quality by others in the discipline.
   1. The university values an inclusive view of RSCC in the recognition that knowledge is acquired and advanced through discovery, integration, and application. RSCC includes a comprehensive spectrum of intellectual and artistic endeavors, ranging from the systematic discovery of new knowledge and the creation of original works (research, creative achievement) to the critical analysis and public sharing of that knowledge (scholarship), and ultimately, its practical translation for societal benefit and economic impact (commercialization).
   2. Given this perspective, promotion and tenure reviews, as detailed in the criteria of individual departments and divisions, will recognize original research and creative/artistic contributions in peer-reviewed outlets as well as high quality integrative and applied forms of scholarship that involve collaborations with business and community partners, including translational research, commercialization of discoveries, technology transfer activities, and patents. 
3. “Productive Professional Service” is defined as the effective engagement in structured activities which contribute to the operation and advancement of a person’s department, division, campus, the University, scholarly and professional associations, and/or the educational enterprise. Professional service includes the use of one’s professional expertise in community, state, national or international service.
4. “Professional collegiality” is defined not as personal congeniality, but rather a quality manifested by behaviors such as willingness to serve on committees and perform work necessary to departmental operation, willingness to provide guidance and help to colleagues in their professional duties, adherence to professional ethics, respect for the ideas of others, and the conduct of one’s professional life without prejudice toward others.

While departments, divisions, or campuses may define these terms or elaborate these definitions, all elaborations must be consistent in spirit and content with the above and must be published. The department, the department chair, the Divisional Dean, the University Promotion and Tenure Committee, the Provost, and the President will consider these elaborative definitions when making tenure and promotion decisions.

Eligibility for Tenure

Eligibility for tenure requires:

1. Serves as a full-time member of the faculty;
2. An appointment with a tenure-eligible rank; and,
3. At least fifty percent (50%) of the appointment engaged in regular teaching assignments and research, scholarship, creative achievement, and/or commercialization (“RSCAC”).
   • When, in the judgment of the department chair, Divisional Dean, and Provost; a faculty member’s responsibilities warrant the protection of tenure, an exception to the 50% requirement may be made.

Criteria for Tenure

To secure and retain an exemplary faculty, the following University-wide criteria, as demonstrated by suitable evidence, shall be used to make tenure recommendations:

1. high-quality teaching and academic advising;
2. a record of RSCAC of high quality and its prospective continuation;
3. productive professional service; and,
4. professional collegiality within the department, division, campuses, and the University community.

High-quality teaching and academic advising, and a record of research, scholarly and/or creative achievement of high quality and its prospective continuation are of highest importance. Productive professional service, professional collegiality, while important, are of lesser importance.
The University places importance on both teaching and RSCAC. Neither aspect of a candidate’s career should be neglected if tenure is to be achieved.

For regional campus faculty, the usual emphasis, in descending order of significance, shall be:

1. high-quality teaching and academic advising;
2. productive professional service;
3. a record of RSCA of high quality and its prospective continuation; and,
4. professional collegiality

For all tenure-track faculty, the emphasis may only differ from the above when, at the beginning of a faculty member’s probationary period, or a significant change in their assigned responsibilities, the department chair Divisional Dean, and Provost agree, in writing, on the relative importance to be attached to each of the above criteria.

Promotion of Faculty

Full-time, tenure-track faculty will be promoted to Associate Professor upon the award of tenure. However, full-time, tenure-track faculty may apply for promotion to Associate Professor without making a simultaneous application for tenure.

Associate Professors with tenure may apply for promotion to Professor with tenure after three years in rank, provided that they meet all criteria set forth in University, divisional and departmental policy.

Progress toward promotion may be discussed as part of a faculty member's annual evaluation. All faculty members planning to apply for promotion to Professor are strongly encouraged to engage in a formative evaluation with their promotion committee prior to seeking promotion.

Eligibility for promotion does not require that the person be engaged at least fifty percent (50%) of their appointment in regular teaching assignments or RSCAC.

In the event that an Associate Professor with tenure is denied promotion to Professor with tenure, they may reapply for such promotion no earlier than one year following denial of promotion.

Academic Ranks

1. Assistant Professor (tenure-eligible rank)
   1. An Assistant Professor must hold an earned doctorate or other terminal degree, or the equivalent of such a degree, from an accredited college or university.
   2. For appointment to this rank, a candidate must demonstrate:
      1. ability to achieve effectiveness as a teacher and academic adviser;
      2. ability to do RSCAC;
      3. ability to perform productive professional service; and
      4. ability to meet standards of professional collegiality.
2. Associate Professor (tenure-eligible rank)
   1. An Associate Professor must hold an earned doctorate or other terminal degree, or the equivalent of such a degree, from an accredited college or university.
   2. For appointment or promotion to this rank, a candidate must demonstrate:
      1. high-quality teaching and academic advising;
      2. RSCAC of high quality and its prospective continuation;
      3. productive professional service; and
      4. professional collegiality within the department, division, campuses, and University community.
3. Professor (tenure-eligible rank)
   1. Appointment or promotion to the rank of Professor at Miami University will ordinarily be recommended to the Board of Trustees only for those members of the instructional staff who will enhance the excellence of this group and the academic standard of the University.
   2. A Professor must hold an earned doctorate or other terminal degree, or the equivalent of such a degree, from an accredited college or university.
   3. For promotion to this rank, a candidate must demonstrate excellence in the first and second criteria listed below and must demonstrate strength in the third:
      1. a cumulative record of high-quality teaching and academic advising;
      2. a cumulative record of RSCAC, including recent work produced while at Miami University or since promotion at Miami University which has resulted in an established reputation within the discipline;
      3. performance of productive professional service;
      4. Note: Regional campus faculty may elect to demonstrate excellence in the first and third criteria and demonstrate strength in the second.

Formative Promotion Evaluations

In addition to the annual performance evaluation, all members of the faculty in a promotable rank may request a formative promotion evaluation once per academic year. Formative promotion evaluations are to guide the individual toward promotion and are not to be used for personnel or salary decisions.

Upon request, the evaluation shall be prepared by the department’s promotion committee and by the chair (or only by the former if the chair is being evaluated).

Faculty members who request a formative promotion evaluation are responsible for providing cumulative information upon which the promotion committee and chair shall base their evaluation. These evaluations shall be based on the cumulative information provided by the candidate using the promotion dossier templates provided by the Provost’s Office and any other relevant information. Department promotion committees and department chairs should provide their assessments similar to how they normally would evaluate the candidate, as if they were being considered for promotion. Faculty with a dual appointment must elect their promotion-initiating division (Oxford or Regional Campus) prior to any application for a formative promotion evaluation.  

The Tenure and Promotion Process

Tenure and promotion is conferred by the Board of Trustees upon the positive recommendation of the President. The process and criteria for promotion and tenure are set forth in this policy, Provost guidance, and divisional and departmental governance, as applicable. In the event of a change in University criteria for tenure during a faculty member's probationary period, a faculty member may seek tenure under the criteria in place at the time of initial appointment.

Candidate’s Preparation of Tenure and Promotion Materials

Individuals in the final year of their probationary period and those tenured members of the faculty who wish to be considered for promotion are responsible for assembling and submitting a dossier of accomplishments and relevant supporting materials (the application) to their tenureinitiating unit (TIU). Faculty being considered for tenure and/or promotion are referred to as “Candidates” during the review process. Candidates may solicit suggestions from their department chair or program director as to appropriate materials.

A Candidate may amend or supplement the application at any time prior to the Divisional Dean’s final recommendation (including reconsideration). Once the Divisional Dean has made a final recommendation, the application may not be amended or supplemented. If the Candidate elects to amend or supplement the application after the dossier has been forwarded from the TIU to the Divisional Dean for consideration, the Divisional Dean will share the amended/supplemented dossier with the TIU. The TIU may elect to amend, supplement, or reverse its recommendation based on the amended/supplemented application.

A Candidate may be considered for tenure only once.

Departmental Evaluation

To evaluate Candidates seeking tenure, members of the departmental promotion and tenure committee must hold the rank of associate or professor with tenure. To evaluate Candidates seeking promotion to professor, members of the departmental promotion committee must hold the rank of professor with tenure. Lecturers, Clinical and Teaching Faculty may not vote in matters involving the promotion and/or tenure of faculty in tenure-eligible ranks.

There shall be a minimum of three (3) members on the promotion and tenure committee. If a committee has fewer than three (3) members, the Divisional Dean will appoint additional members from the department or cognate departments as needed.

After receiving the positive or negative recommendation of the department tenure or promotion committee, the department chair makes a positive or negative recommendation on the application to the Divisional Dean. The department’s recommendation to the Divisional Dean may be a joint report of the committee and the department chair. However, if the recommendations of the committee and the department chair differ, both are transmitted to the Divisional Dean.

Divisional Evaluation

The Divisional Dean of each division shall develop procedures for divisional handling of tenure and promotion matters. The Divisional Dean of the division is responsible for making a positive or negative recommendation on each application for tenure or promotion. If the Divisional Dean’s recommendation differs from the department chair or the department committee, the Divisional Dean will discuss the case with the department chair, or the committee, before the application is presented to the University Promotion and Tenure Committee.  

A Candidate for tenure and/or promotion must receive at least one positive recommendation at the Department or Division level to proceed to University Promotion and Tenure Committee evaluation. Those Candidates who receive negative recommendations at each level (departmental committee, Chair, and Dean) will not proceed to UPT for further evaluation.

University Promotion and Tenure (UPT) Committee Evaluation

The Committee consists of the Provost as chair, the Divisional Deans of the six (6) academic divisions, the Vice President for Institutional Research, or their designee, and six tenured members of the instructional staff [one from each of the academic divisions] appointed by the Provost with the President's approval. Members serve staggered three-year terms. The Provost will appoint a representative from the Office of the Provost to serve as secretary without a vote.

The UPT is charged with making recommendations on the conferral of faculty tenure and promotion to the Provost. The Provost may seek recommendations from the UPT regarding promotion and tenure policies and procedures.

The Administrators of the UPT are the Divisional Deans and Vice President for Institutional Research, or their designee. This body receives post-tenure review recommendations from the Provost and issues final administrative action.

Procedure When a Negative Tenure Recommendation is about to be Made

In the event any Department or Divisional administrator or committee is about to make a negative tenure recommendation, the annual written evaluations described in the Annual Review of Probationary Members of the Faculty policy will be reviewed by the administrator or committee and appended to the candidate’s tenure application.

Notification of Recommendation by Department or Divisional Administrator or Committee

A candidate who receives a positive recommendation is notified as soon as possible. A candidate who receives a negative recommendation is notified in writing with a Statement of Reasons for the negative recommendation. This written Statement of Reasons, which becomes part of the record, must be given no later than ten (10) working days from the date the negative recommendation is made.

Effect of Degree Completion on Promotion

No promotion is affected solely by the completion of a degree. In those cases where an individual’s appointment letter offers a rank contingent upon the completion of a degree, rank will be assigned as of the first day of the first regular academic term following award of the degree or the next July 1, whichever is earlier.

Reconsideration of a Negative Recommendation

In cases where a negative recommendation is made, the review process is stayed (paused) until the time for the faculty member to request reconsideration has lapsed, and until the reconsideration process, if requested, is completed. A Candidate may request reconsideration at each level (departmental committee, Chair, Dean, UPT) that gives a negative recommendation.

Within ten (10) working days of receipt of the written Statement of Reasons, the Candidate may request, in writing, reconsideration by the Departmental or Divisional administrator or committee that rendered the negative recommendation. Reconsideration is on the merits of the case.

The Candidate may respond, in writing, to the written Statement of Reasons prior to reconsideration. The Candidate’s written response to the written Statement of Reasons must be submitted no later than ten (10) working days from the date of the request for reconsideration.

Reconsideration by the original decision-making body shall be completed within ten (10) working days of the receipt of the Candidate’s response or, if no written response is given, within twenty (20) working days of the request for reconsideration.

A Candidate who receives a positive recommendation upon reconsideration is notified as soon as possible. A Candidate who receives a negative recommendation upon reconsideration is notified, in writing, with a Statement of Reasons for the negative recommendation. This written Statement of Reasons must be given no later than ten (10) working days from the date the negative recommendation is made.

The original application, written Statement of Reasons for the negative recommendation, request for reconsideration, candidate’s response to the written Statement of Reasons, and recommendation upon reconsideration, including the written Statement of Reasons, if any, at every level conducted, becomes part of the record.

Provost, President, and Board of Trustees Evaluation

Candidates who receive a positive recommendation from the University Promotion and Tenure Committee are advanced to the Provost for consideration. Candidates who receive a positive recommendation from the Provost are advanced to the President for consideration. Candidates who have the positive recommendation of the President are advanced to the Board of Trustees. Final action is taken by the Board of Trustees. If granted, tenure and/or promotion is conferred effective the next July 1 and is not specific to a given campus.

Appeal of Negative Recommendation for Tenure and/or Promotion

Faculty members who have received a negative recommendation for tenure or promotion from the University Promotion and Tenure Committee and/or from the Provost or their designee, have the right to appeal such negative recommendation pursuant to the procedures set forth in Article 21, Section V, Part A of the Collective Bargaining Agreement. This section is republished here and will be updated as necessary to align with the CBA in effect.

This Section V, Part A shall apply to tenured and tenure-track faculty.

The parties acknowledge that the procedures described herein contain the sole appeal and/or grievance process available to bargaining unit faculty members seeking to appeal their negative recommendation for promotion or tenure.

Bargaining unit faculty members, who receive a negative recommendation for promotion or tenure from the UPT Committee, may submit a written request for reconsideration by the UPT Committee. Bargaining unit faculty members shall submit the request for reconsideration to the UPT Committee within ten (10) working days of receipt of the Written Statement of Reasons from UPT.

If a bargaining unit faculty member receives a negative recommendation, upon reconsideration, the bargaining unit faculty member will receive a written Statement of Reasons from the UPT Committee no later than ten (10) working days from the date of the request for reconsideration. The Provost or their designee must accept any negative recommendation, upon reconsideration, by the UPT Committee.

A bargaining unit faculty member who receives a positive recommendation upon reconsideration by the UPT Committee will be notified of such positive recommendation as soon as possible.

Any bargaining unit faculty member whose negative recommendation from the UPT Committee has been ratified by the Provost or their designee, or who otherwise receives a negative recommendation from the Provost or their designee, has the right to appeal to the President of the University or their designee. The basis of the appeal must be an alleged procedural error or inequitable treatment. The appeal must be submitted, in writing, within fifteen (15) working days from the date of written notice of the denial of the bargaining unit faculty member’s application for consideration or reconsideration for tenure or promotion.

If the President of the University makes a decision to deny a bargaining unit faculty member’s appeal, the Union may submit the matter to arbitration consistent with the procedures set forth in Article 21, Section VIII of the Collective Bargaining Agreement.

Appeals may also be based on allegations of discrimination, covered by University policy. Appeals alleging discrimination should be presented, in writing, to the Office of Equal Employment and Opportunity.

Bargaining unit faculty members are urged to file such appeals within fifteen (15) working days from the date of written notice of the denial of the bargaining unit faculty member’s application for consideration or reconsideration for tenure or promotion.

A Union representative may be present at any meeting at any step of the appeal process set forth in this Section.

Deadlines

The deadlines specified in the Reconsideration and Appeal sections of this policy may be extended by the Provost. The running of any time period specified in these procedures will be suspended during Thanksgiving Recess, Winter Recess, Spring Recess, and the interval between the end of final examinations for the spring semester and the date on which faculty are required to report for the ensuing Fall Semester.

Failure to Attain Tenure

Tenure-Track Faculty who have not been awarded tenure by the end of the last year of their probationary period will be notified of their termination by July 1 of that year and offered a one (1) year terminal appointment following the end of their probationary period.

Termination of Appointment or Tenure for Cause

Once awarded, the tenure and appointment of a faculty member shall continue until one of the following occurs: resignation, retirement, dismissal pursuant to the reason(s) contemplated by Financial Exigency and Academic Reorganization, or termination for just cause as provided by Discipline and Discharge, or death.

Related Form(s)

Additional Resources and Procedures

Collective Bargaining Agreement in full force and effect through June 30, 2026

FAQ

Policy Administration

Next Review Date

July 2030

Responsible Officers

Provost and Executive Vice President for Academic Affairs

Legal Authority

ORC 4117

Compliance Policy 

Recent Revision History

Revised and consolidated December 12, 2025