Guttman Community College seeks to identify and develop exemplary faculty who in their professional activities, accomplishments and practices, work to support student academic success, degree completion and a promising start towards a baccalaureate degree or a career. Moreover, as a community the College aspires to help students move confidently into taking active roles as citizens and leaders in their families, communities and the City. In doing so, the College seeks to be an innovative laboratory which enhances teaching and learning through active pedagogical strategies that are sensitive and relevant to the culturally, academically, linguistically and economically diverse communities it serves. This work is continuous and ongoing, and relies on strong systems of development, practice, feedback and refinement. Read More
Reappointment, Promotion & Tenure (RPT)
RPT (Reappointment, Promotion, and Tenure)
As with all colleges at The City University of New York (CUNY), the college follows procedures established by the CBA between CUNY and the PSC.
Accordingly, faculty in the first year of appointment will be notified regarding their reappointment no later than April 1. Faculty members who are appointed between September 1 and on or before September 30 will be notified by April 1. Faculty members who are appointed between October 1 and on or after January 31 will be notified by April 1, but their tenure clock will begin the following fall semester. Faculty appointed on or after February 1 will be notified by May 1. Notification of subsequent reappointments will occur by December 1.
No fewer than two weeks prior to the end of each academic year, the Office of Academic Affairs will publish and disseminate the schedule for reappointments for the following year using the following as guidelines.
Reappointment Deadlines
| Actions | First Reappointment | Subsequent Reappointments |
| Submission of Reappointment or Tenure Portfolio | Last week in January or first week in February | First or second week in September |
| Letters of reappointment or non-reappointment to be received | No later than April 1 | No later than December 1 |
The committees that are responsible for personnel decisions include the following: the College P&B and Department P&Bs. Descriptions of both departments are as follows:
There shall be a committee on faculty personnel and budget, our College P&B. Membership of the College P&B is as follows:
- The President of the College, who shall preside without a vote
- The Vice President of Academic Affairs, who shall preside in the absence of the President and have voting privileges
- The Chairpersons of all departments with voting privileges
- The Secretary of the Committee, who shall be designated by the President and shall serve without vote
The College P&B shall receive from the academic departments all recommendations for annual appointments to full-time faculty titles, including annual appointments to the titles distinguished lecturer, clinical professor, lecturer and instructor as well as titles in the college laboratory technician series, reappointments thereto, with or without tenure, and promotions therein; it shall recommend action thereon to the President. The committee may also recommend to the President special salary increments. The President shall consider such recommendations in making recommendations to the Board of Trustees.
The College P&B shall keep minutes of its proceedings conforming insofar as is practicable to the most recent edition of Robert’s Rules of Order. The actions of the committee shall be by secret ballot and the results of the balloting shall be duly recorded in its minutes. All records of the proceedings with respect to a candidate shall be filed in the candidate’s administration file, available only to the committees and individuals responsible for the review and recommendation of appointments, reappointments, tenure, and promotion. It shall be the duty and responsibility of the President, or the President’s designee, to communicate to the candidate the action of the committee but no reason shall be assigned for the action taken. The affirmative recommendation of the committee shall be submitted to the president. A negative recommendation of the committee shall be final unless an appeal filed by the employee is successful.
There shall be in each department a department committee on personnel and budget (Department P&B) consisting of the department Chairperson and where possible, of four other members who must have faculty rank. Four of the faculty members of the Department P&B must be tenured, except if the department has fewer than four tenured faculty members. The department Chairperson shall be the Chairperson of the Department P&B. The four faculty members shall be elected by a majority vote of those persons in the department having faculty rank. Election shall be held at the same time that the department Chairperson is elected. A vacancy in the office of the Chairperson prior to expiration of his/her term when such vacancy necessitates an election for a new Chairperson shall not affect the term of the committee. The President may remove a member of the Department P&B, for good cause, at the request of a majority of the members of the committee. Such a request shall be in writing, and the member whose removal is sought shall have an opportunity to respond. If a member of the Department P&B is removed by the President, an election shall be held to fill the vacancy.
In departments with fewer than four tenured faculty members, the President, after consultation with the departmental faculty, shall appoint an ad hoc committee to make recommendations on appointments with tenure in lieu of a Department P&B.
Recommendations for full-time appointments in a department shall be initiated (1) by the department or (2) to a professorial title by the President. The President may recommend that such appointee be designated as department Chairperson. Such recommendation by the President for appointment and designation as department Chairperson may be made either at the time of election of department Chairperson or at such other time as the educational interests of the College may require. Before recommending such appointment or designation, the President shall confer with the members of the department and with the College P&B.
All full-time appointments, reappointments, and reappointments with tenure to a department, except as above specified, shall be recommended to the College P&B by the department Chairperson after consultation with the President in accordance with the vote of the majority of the members of the Department P&B, save that a minority of the Department P&B shall have power to submit a minority recommendation to the College P&B.
The Reappointment process (with or without tenure) includes three steps:
First, the Department P&B will review the faculty member’s administration file, which includes the reappointment, tenure, and promotion portfolio submission and the materials supplied by Office of Academic Affairs (OAA), to make a recommendation to the College P&B on that faculty member’s reappointment, tenure, and promotion. Both positive and negative recommendations will be communicated in writing to the faculty member by the Department Chair but no reason shall be given for the action taken.
Second, the College P&B will review the faculty member’s administration file, which includes the reappointment, tenure, and/or promotion portfolio submission and the materials supplied by the department Chair, in order to make a recommendation to the President. Both positive and negative recommendations will be communicated in writing to the faculty member by the College P&B Chair but no reason shall be given for the action taken.
If the College P&B makes a negative recommendation about reappointment, promotion, and/or tenure, the faculty member has the right to file an appeal to the College President. The signed, written appeal must be filed within ten (10) business days following receipt of notification of the decision.
Finally, the President sends positive recommendations about reappointment, promotion, and tenure to the CUNY Board of Trustees. Negative decisions are communicated to the faculty member in writing.
Each member of the full-time faculty is responsible for developing ongoing documentation of their accomplishments in the areas of teaching effectiveness, service and engagement, and research and scholarship.
As described in Article 19 of the CBA, the college shall maintain two personnel files for each faculty member, a personal file and an administration file.
1. Personal File
The personal file shall include but not be limited to the following: a) personnel information; b) information related to the employee’s academic and professional accomplishments submitted by the employee or placed in the file at their request;[1] c) records generated by the college; d) memoranda of discussions with the employee relating to evaluations of the employee’s professional performance; e) observation reports of the employee’s academic and professional performance.
No materials shall be placed in the employee’s file until the employee has been given the opportunity to read the contents and attach any comments they may so desire. Each such document shall be initialed by the employee before being placed in their file as evidence of their having read such document. This initialing shall not be deemed to constitute the employee’s approval of the contents of such document. If the employee refuses to initial any document after having been given an opportunity to read the same, a statement to that effect shall be affixed to the document and the document will be placed in the file.
Each non-tenured and non-certificated full-time member of the instructional staff should examine and initial their personal file prior to the end of each academic year. Such member should promptly report to the individual keeping the files any documents they wish to be included in the file and should furnish any such document not in the possession of the college.
Each tenured and certificated full-time member of the instructional staff should examine and initial their personal file prior to the end of the fall semester each academic year. Such member should promptly report to the individual keeping the files any documents that they wish to be included in the file and should furnish any such document not in the possession of the college.
The employee’s personal file shall be available for examination by the employee at their request. Requests to review the personal file should be made to the Office of Academic Affairs.
2. Administration File
There shall be a separate administration file which shall contain only such materials requested by the unit of the City University or supplied by the employee in connection with the employee’s employment, promotion, or tenure. The administration file shall be available only to the personnel committees and individuals responsible for the review and recommendation of the employee with respect to appointment, reappointment, promotion, or tenure.
3. Reappointment, Tenure, or Promotion Portfolio
The reappointment, tenure, or promotion portfolio is added to the administration file and supplied to the personnel committees for purposes of personnel actions. The portfolio is removed from the administration file once the action has been decided.
Detailed instructions for preparation of reappointment, tenure, and promotion porfolios are available from the Office of Academic Affairs.
[1] Materials under item b) may include copies of refereed scholarly publications, letters from committee chairs or external organizations detailing service work, grant award letters, and other items the faculty member deems appropriate.
It is the faculty member’s responsibility to convey to the personnel committees the significance of their work in each of three areas at each annual reappointment: Teaching Effectiveness, Service and Engagement, and Research and Scholarship. The Reappointment Portfolio should focus on key accomplishments with regard to these areas as it relates to the faculty member’s field(s) of study, development as a teacher and scholar, and the larger work of Guttman Community College.
The reappointment or tenure portfolio is added to the administration file and supplied to the personnel committees for purposes of personnel actions.
Reappointment Portfolios should only address work undertaken since the effective date of the faculty member’s last reappointment. Tenure portfolios should address work since the initial appointment at the college. Promotion portfolios should address the work since the effective date of the faculty member’s previous promotion or the date of hire if this is a first promotion at the college.
The Reappointment Portfolio submission consists of the following items. The templates in the appendices provide guidance on what to include for each item.
- Faculty Progress Report
- Narrative Reflection
- Updated CV
- Supporting Documents
The Narrative Reflection should discuss how the faculty member’s goals and accomplishments align with the expectations conveyed in the RPT guidelines and describe and reflect on patterns of achievement and growth. For the first reappointment, the narrative should be no longer than three (3) single-spaced pages. For the second through sixth reappointments, the narrative should be no longer than six (6) single-spaced pages. For the seventh reappointment, the narrative should be no longer than twelve (12) single-spaced pages. Specific guidance on what to include in the narrative are included in the templates in the appendices.
Claims made in the narrative should be supported by evidence in the portfolio. For example, statements about teaching should be supported where possible by carefully selected materials (such as sample syllabi or assignments) that clearly illustrate the faculty member’s pedagogical approach. Similarly, claims made about service and engagement and research and scholarship should be supported by pertinent and substantive materials that detail the specific nature, extent, and complexity of the faculty member’s service work. Copies of all scholarly publications since the last reappointment should be included.
In addition to the Reappointment Portfolio submission, the personnel committees will receive the following items from the Office of Academic Affairs covering the period since the faculty member’s last reappointment or promotion.
- Annual Evaluation Report
- Teaching Observation Report
- Student Course Evaluations
- Pre-Tenure Review Memorandum (as appropriate)
In the case of tenure and/or promotion decisions, the items provided by the Office of Academic Affairs will cover the period since the faculty member’s initial appointment in their current title.
Schedules for submission of reappointment, tenure, and promotion portfolios and templates for the Faculty Progress Report and Portfolios are included below.
Sample Reappointment Portfolio for First Reappointment Read More
Sample Reappointment Portfolio for Second through Seventh Reappointment Read More
Criteria for years 1, 4, and 7 are described in the full RPT Guidelines. These tables show suggested activities for years 2-3 and 5-6.
Suggestions for Progress to Tenure for Professorial Appointments
| Guttman CC | 2nd – 3rd Reappointment | 5th – 6th Reappointment |
| Teaching Effectiveness | Demonstrate growth in teaching effectiveness as evidenced through:
· Classroom observations · Student course evaluations · Reflection on how participating in professional development experiences is informing your teaching practice · Reflection on how participating in the assessment and enhancement of courses and/or programs is contributing to your teaching practice. |
Demonstrate strength and diligence in teaching effectiveness and evidence of contribution to student development as evidenced through:
· Classroom observations · Student course evaluations · Reflection on how participating in professional development experiences is informing your teaching practice · Reflection on how participating in the assessment and enhancement of courses and/or programs is contributing to your teaching practice. |
| Service and Engagement | Serve on one standing committee, subcommittee, periodic program review or GLO assessment team, working group, and/or task force; contribute to the work of Assessment Days; and/or serve in capacities that enhance the academic and professional guidance available to students. | Demonstrate a record of sustained service to the institution; contribute to the work of Assessment Days; and/or serve in capacities that enhance the academic and professional guidance available to students. |
| Research and Scholarship | Prepare and submit scholarship relevant to their discipline or interdisciplinary area to appropriate venues. Refer to criteria above for examples of scholarship.
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Show evidence of production and dissemination of scholarship relevant to their discipline or interdisciplinary area in appropriate venues. Refer to criteria above for examples of scholarship. |
Suggestions for Progress to Tenure for Library Appointments
| Guttman CC | 2nd – 3rd Reappointment | 5th – 6th Reappointment |
| Teaching Effectiveness | Meet the performance indicators noted criteria for effectiveness in librarianship.
Contribute to curriculum development, assessment and enhancement or courses and/or programs.
Demonstrate growth in effectiveness as evidenced through: · Reflection on how participating in professional development experiences is informing your teaching practice · Reflection on how participating in the assessment and enhancement of courses and/or programs is contributing to your teaching practice. |
Demonstrate strength in effectiveness and leadership in librarianship by continuing to meet the performance indicators.
Demonstrate sustained contributions to curriculum development, assessment and enhancement or courses and/or programs.
Demonstrate growth in effectiveness as evidenced through: · Leadership of professional development experiences · Reflection on how participating in the assessment and enhancement of courses and/or programs is contributing to your teaching practice. |
| Service and Engagement | Serve on one standing committee, subcommittee, periodic program review or GLO assessment team, working group, and/or task force; contribute to the work of Assessment Days; and/or serve in capacities that enhance the academic and professional guidance available to students. | Demonstrate a record of service to the institution and continue to engage with professional organizations or committees regionally or nationally; contribute to the work of Assessment Days; and/or serve in capacities that enhance the academic and professional guidance available to students. |
| Research and Scholarship | Prepare and submit scholarship relevant to their discipline or interdisciplinary area to appropriate venues. Refer to criteria above for examples of scholarship.
|
Show evidence of dissemination of scholarship relevant to their discipline or interdisciplinary area in appropriate venues. Refer to criteria above for examples of scholarship. |
The Promotion Application Portfolio must document evidence of achievement in all criteria. Claims made in the narrative should be supported by evidence in the portfolio. The portfolio shall include:
- Current version of the candidate’s curriculum vitae, to be prepared by the candidate
- Faculty Progress Report
- Narrative Reflection of no more than ten (10) pages, single-spaced, prepared by the candidate outlining excellence in the three (3) criteria areas. The statements should focus on the period since the candidate’s last promotion, unless the candidate was appointed to the college at their current rank.
- Supporting Documents
In addition, the personnel committees will receive the following items from the Office of Academic Affairs covering the period since the candidate’s first appointment in the current title:
- Annual Evaluation Reports
- Teaching Observation Reports
- Student Course Evaluations
- Pre-Tenure Review (where applicable)
- A minimum of four (4) letters of support from referees within Guttman, within CUNY, or external to Guttman/CUNY (for promotion from Associate to Full Professor only)
The promotion portfolio is added to the administration file and supplied to the personnel committees for purposes of personnel actions. The portfolio is removed from the administration file once the action has been decided.
Tenured faculty, including tenured Assistant Professor, tenured Associate Professor, and tenured Professor; Lecturers with a Certificate of Continuous Employment (CCE); and Lecturers with a CCE on leave from that title serving in an untenured professorial title are eligible to apply for a Fellowship Leave award after completing six (6) years of continuous paid full-time service with the University, exclusive of fellowship leaves and most other leaves. Full-time contiguous service as a substitute counts as service towards fellowship leaves.
Application may be made for a Fellowship Award for:
- A full year leave at 80% of the biweekly salary rate
- A one-half year at 80% of the biweekly salary rate
- One-half year at full pay
Per Article 25 of the CBA, it is expected that there will be a minimum of one half-year leave at full-pay every other year at each college in the University.
There are a number of conditions that must be met when applying for fellowship leave or professional reassignment. For guidelines regarding these and all types of leaves, see Article 25 of the CBA. Faculty seeking fellowship leave must submit a fellowship leave application (see below or linked) to the Faculty Personnel Committee (FPC). The FPC offers guidance on the completion of the form and completes the relevant sections. The College Personnel Committee (CPC) reviews the application and makes a recommendation to the President who shall transmit such application along with their recommendation to the Board of Trustees.
The title of Distinguished Professor is conferred on an individual by the University Board of Trustees in recognition of exceptional scholarly achievement. The purpose of these appointments is to recruit new faculty or retain existing faculty members whose appointments enrich the University, especially when candidates require special incentives to influence their decision to accept an offer or to remain within the University. There must be evidence that the candidate is regarded nationally, and where appropriate, internationally, as a leading scholar in their academic field. There also must be evidence that the candidate, if named University Distinguished Professor, will continue to perform as a faculty member at levels appropriate for Distinguished Professors.
A. Eligibility
Faculty members holding the rank of Professor at the college and other distinguished scholars in the academic world shall be eligible for consideration as a Distinguished Professor. A member of the administration holding the rank of Professor also may be considered for a Distinguished Professorship provided that they return to their non-administrative duties for the acceptance of the Distinguished Professorship.
B. Schedule and Procedures
Distinguished Professors shall be nominated by the college in accordance with the procedures in the personnel committees and Board Bylaws for appointments. The FPC and CPC shall forward the nomination to the President who shall forward the nomination to the Executive Vice Chancellor and University Provost for ultimate consideration by the Board of Trustees. The Board will act on nominations for Distinguished Professor at any Board meeting during which a nomination is presented.
C. Evidence
The nomination shall include: (1) a current c.v. checked for accuracy and completeness by the Office of Academic Affairs; (2) letters of recommendation from the college’s President and from the Chief Academic Officer; (3) at least ten (10) external evaluations, accompanied by vitas of the evaluators; (4) documentation of the processes used up to the point of submission of the case from the college, including an account of the process by which external evaluators’ letters were solicited; (5) representative samples of the candidate’s scholarly and/or creative work, as appropriate, and any additional evidence of exceptional performance by national and international standards of excellence.
