ARTP Department of Communication Disorders

Rongxiang Xu College of Health and Human Services
Department of Communication Disorders
Date Approved: September 2018


Confidentiality of Personnel Deliberations

Composition of Departmental Personnel Committees (Probationary and Temporary Appointment, Retention, Tenure, and Promotion, and Evaluation of Temporary, Probationary and Tenured Faculty)

Composition of Departmental Personnel Committees

The department annually elects 3 personnel committees.

The probationary and tenured faculty members of the department or equivalent unit shall elect a peer review committee(s) of tenured faculty members. When there are insufficient eligible members to serve on the peer committee, the department shall elect members from a related academic discipline(s).

(The Committees, as a whole, must take responsibility for the following tasks: Probationary Appointment; Temporary Appointment; Retention, Tenure and Promotion; Range Elevation; Evaluation of Temporary Faculty; Evaluation of Probationary Faculty; Evaluation of Tenured Faculty (Post-Tenure review); Evaluation for Request to Emeritus status; and Collaboration on the Development of Individual Professional Plans. It is required that each unit indicate below which Committee is responsible for each of these tasks.)

Committee Titles and Responsibilities

Number of Members

(at least 3; all tenured full time)

(Indicate if must be (full) professor rank)

Number of Alternates

(1 or more; all tenured full-time)*

(Indicate if must be (full) professor rank)

Committee A

shall review all full-time faculty at the Professor or Associate Professor rank who are technically eligible for retention and/or promotion, or Emeritus status, and shall conduct periodic review and consider promotion of tenured faculty. Committee A shall also evaluate temporary faculty for Range Elevation, and shall have responsibility for collaborating with faculty in preparation
of individual professional plans. Committee A will also make recommendations regarding retreat rights for administrative appointments.

3 Full Professors

1 Full Professor

Committee B

shall consider all faculty at the Assistant Professor or lower rank for periodic review, retention and promotion when appropriate. Committee B shall also evaluate temporary faculty for reappointment.

3 Associate or Full Professors

1 Associate or Full Professor

Department Faculty Personnel Selection Committee

will be comprised of tenured faculty members elected by electronic ballot at the last faculty meeting each Spring Semester for the following academic year. The electronic ballot will be scored using the golf score method. Members of this committee will be responsible for ensuring that applicants for faculty positions meet criteria established by the department and that all applicants are judged by the same criteria. They will rank order applicants and make
recommendations to the Chair.

3 Associate or Full Professors or 3 Full Professors if faculty search is for open rank or full professor hire (1 Probationary Faculty member may be elected on an Assistant Professor search committee)

1 Associate or Full Professors or 1 Full Professors if faculty search is for open rank or full professor hire


Eligibility for Committee Service and Balloting


The department chairperson does not generally serve as a member or as an ex-officio member of the RTP committee but may serve if elected to the committee.

Recruitment of Probationary Faculty

Appointment of Probationary Faculty

Personnel Action Files

Individualized Professional Plans


Any individualized professional plan must be approved by the appropriate departmental committee, in addition to the individuals noted above. See Composition of Departmental Personnel Committees.

As noted on, Composition of Departmental Personnel Committees, Committee A will collaborate with faculty regarding their individualized professional plans.

Eligibility for Tenure and Promotion

Area of Specialization Terminal Degree
Audiology Ph.D. or Au.D.
Speech-Language Pathology


Related Field

Appropriate Doctorate

Evaluation of Permanent Instructional Faculty


Category B: Activities considered appropriate as "scholarly and creative activities" for the discipline are:

  1. Publication in peer-reviewed scholarly journals.
  2. Reviewed publication of articles, books (whole or partial), or monographs in or closely related to the discipline.
  3. Publication of clinical materials for use in evaluation or treatment of communication disorders, or related discipline.
  4. Presentations in, and organization of, meetings of professional societies.
  5. Significant involvement in professional organizations, such as holding office at state, regional and/or national levels.
  6. Review of articles for professional journals.
  7. Research and training grants submitted or received.
  8. Patents awarded for discipline-specific products.

Committee Procedures

Review of Faculty Holding Joint Appointments and of Faculty Active in Interdisciplinary Programs

Student Consultation in Academic Personnel Processes


The COMD Department amends University policy by requiring that student opinion surveys be administered for all classes taught by tenured faculty members.

Oral Testimony

Role of Department/Division/School Chair or Director


  1. The Department Chair shall inform all members of the department at the beginning of the Fall Semester as to the faculty who must be considered for retention, tenure and promotion. Students shall be informed as per the Faculty Handbook.
  2. It is a joint responsibility of the Department Chair and the faculty members to monitor the calendar for RTP deadlines.

Appointment of Temporary Faculty

Evaluation of Temporary Faculty


Instructional performance will be evaluated based on:

  1. Positive peer evaluations based on classroom/clinical visitations.
  2. Mean GPA for each course is consistent with the generally expected results for the course and with the experience of the instructor.
  3. Student evaluation of instruction (student opinion surveys) is consistent with the generally expected results for the course and with the experience of the instructor.
  4. Course syllabi demonstrate appropriate content, breadth, rigor and currency for the level being taught.
  5. Course summative assessments and examinations are fair and are effective in separating student levels of performance based on knowledge of the material.
  6. On-going development of course related materials is demonstrated.

Currency in the field will be determined primarily by evaluating activities that led to completion of requirements for continuing education in fulfillment of State license renewal requirements or national clinical certification maintenance in the discipline in which the temporary faculty member is teaching.

Additional sources of evidence for demonstration of currency in the field could include:

  1. professional activities such as publications, presentations, research, and attendance at professional and continuing education workshops and conferences.
  2. evidence of maintaining clinical expertise (if appropriate) through ongoing clinical employment and/or ongoing certifications and licensure.

Consideration for Three-Year Appointments

Consideration for Range Elevation


Currency in the field will be determined by evaluating status relative to State-mandated guidelines for continuing education in fulfillment of State license requirements in the discipline in which the temporary faculty member is teaching.

Review of Department Personnel Procedures