Information about Faculty Appointments, Promotion,
Tenure, Evaluation, and Non-Reappointment
Table of Contents:
Academic Tracks .................................................................................................... p. 2
Assignment of Tracks ............................................................................................. p. 2
Track Switching ...................................................................................................... p. 3
What is Tenure? .................................................................................................... .p. 3
What does Tenure guarantee? ............................................................................... p. 3
Who is a Candidate for Tenure? ............................................................................. p. 4
Probationary Period ................................................................................................ p. 4
Extension of the Maximum Probationary Period..................................................... p. 4
Part-Time Faculty ................................................................................................... p. 5
The Promotion and Tenure Process ....................................................................... p. 5
Nomination for Promotion and Tenure ................................................................... p. 5
Requirements for Promotion................................................................................... p. 6
(for Tenure-Accruing Track, Clinical Scholar Track, Clinician Track & Research Track)
Definition of Excellence for Clinical Practitioners .................................................... p. 9
Faculty Appointments ........................................................................................... p. 11
Evaluation of Faculty ............................................................................................ p. 12
Non-Reappointment of Faculty ............................................................................. p. 12
Members of the Promotion and Tenure Committee .............................................. p. 13
Information about Faculty Appointments, Promotion,
Tenure, Evaluation, and Non-Reappointment
One of the more important tasks for any faculty is the appointment and promotion of its
members. Selection and retention of superb faculty members will determine the future of UT
Southwestern. Our policies for appointment, promotion, and retention of faculty are designed
to foster excellence in all of our missions.
Successful promotion and, if appropriate, awarding of tenure begin with the faculty member
and his/her department chair or center director having a thorough understanding of the
academic track on which he/she is appointed to the faculty and the specific criteria for
promotion on that track. At the time of initial appointment, the faculty member and his/her
chair/director should review together the written criteria for advancement on the appropriate
track. This review should be repeated annually at the time of evaluation such that the faculty
member and his/her chair/director can determine if appropriate progress toward promotion is
being made or if the faculty member’s activities have changed sufficiently to merit a change
in track. If substantial changes in a faculty member’s responsibilities have occurred or if
there is an expectation that changes will occur during the next academic year, a change of
academic track may be warranted.
Academic Tracks
There are four academic tracks at UT Southwestern:
Clinical Scholar
Clinician
Research
Tenure-accruing
The academic tracks recognize differences in the distribution of a faculty member’s major
effort and thereby align the focus of activity with expectations and opportunity for recognition
and advancement. The tracks also permit alignment of individual effort with activities of
particular importance to a Department or Center. Regardless of how effort is distributed, the
benchmark for promotion of an individual is excellence in his/her major areas of endeavor.
In general: the tenure-accruing or tenure track is for individuals who spend most of their
time directing and conducting original research; the research track is for individuals who
predominantly do research but who do not have “ownership” of an independent research
program; the clinical scholar track is for individuals whose efforts are balanced between
the conduct of original research or other scholarly activity and clinical practice; the clinician
track is for individuals who spend almost all of their time in clinical practice. Serious
commitment to teaching is expected of all faculty members, although it is recognized that
some individuals on the research track may have little opportunity to teach.
Assignment of Tracks
Selection of the correct academic track is essential. The duties and responsibilities of the
faculty member (specifically, the amount of time protected from clinical and administrative
duties and thus expectations for scholarly productivity and teaching) are the determinants for
track selection. Expectations as well as the processes of evaluation should be clearly
defined at the time of appointment. As noted above, progress towards advancement and
appropriateness of track should be reviewed annually at the time of faculty evaluation by the
department chair or center director.
Faculty Appointment and Promotion Policies
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Track Switching
Changes in an individual’s job description that are thought to be permanent require
consideration of a change in track. However, a faculty member’s failure to meet
performance standards is insufficient reason to request a change of track unless there is a
concomitant change in the individual’s duties and responsibilities.
Faculty members whose track has been changed are not eligible for promotion for at least
three years after the change has occurred. This delay is justified by the need to evaluate
performance in a new job description. This policy is also designed to encourage timely
consideration of changes in track.
Recommendations for track changes must be made by the department chair or center
director to the dean and be acknowledged by the faculty member.
Individuals on the tenure-accruing track may, upon the recommendation of the department
chair or center director and the approval of the dean, seek an appointment on another track.
Such requests should be made within the first few years of appointment; they will be
approved only under exceptional circumstances if the tenure clock is near expiration (see
Probationary Period, below).
What is Tenure?
The University of Texas Southwestern Medical Center recognizes the time-honored practice
of tenure for certain university faculty as an important protection of free inquiry, open
intellectual and scientific debate, and unfettered criticism of the accepted body of knowledge.
Tenure is valuable not merely for the protection of individual faculty members but also as an
assurance to society that the pursuit of truth and knowledge commands our first priority.
Without freedom to question, there can be no freedom to learn.
Academic tenure is a status accorded to members of the faculty who have demonstrated
excellence in their contributions to and/or dissemination of new knowledge. It denotes a
status of continuing appointment as a member of the faculty. Conferral of tenure constitutes
recognition by the University that the faculty member is ranked among the most worthy in his
or her field.
What does Tenure Guarantee?
This question is asked frequently, and misconceptions abound. A tenured faculty member
can only be terminated for good cause shown in accordance with the procedures of the
Regents’ Rules and Regulations. Such causes include, but are not limited to, incompetency,
gross immorality, felonious behavior, and academic misconduct. Procedures for termination
must include a list of specific charges by the president, through the dean, and an opportunity
for a hearing before a faculty tribunal. The burden of proof is on UT Southwestern and the
rights of the faculty member to due process and academic freedom are protected.
A faculty member’s current salary is not guaranteed by tenure. Poor performance,
appropriately evaluated, or failure to secure necessary extramural support for salary (e.g.,
from grants or clinical earnings) may justify reduction of salary and/or reduction of annual
appointment time to nine months. However, annual compensation rate will not be reduced
below the core rate stated in the annual appointment letter, and core salary will not be
reduced from one year to another.
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Who is a Candidate for Tenure?
Faculty members on the tenure-accruing, clinical scholar, and clinician tracks may be
awarded tenure, although different policies apply to each of these situations. Faculty on the
research track must switch to the tenure-accruing track to be eligible for tenure. All
recommendations for tenure will be reviewed by the Promotions and Tenure Committee.
For faculty on the tenure-accruing track, tenure is usually awarded at the time of promotion
to associate professor, although this is not required. Individuals on this track must achieve
tenure during an eight-year probationary period (see below). It is implicit in this policy that
people given large amounts of protected time and valuable resources such as laboratory
space must succeed in the stated period of time or the resources utilized to support them
must be freed so that others may have a similar opportunity.
Individuals on the clinical scholar track may only be considered for tenure at the time of
promotion to professor or at a later date after they have achieved the rank of professor.
Tenure may be awarded to professors on the clinician track who have truly extraordinary
skills and a reputation as one of those rare physicians whose excellence transcends the
boundaries of outstanding clinical skills. In addition, teaching or research contributions (or
both) must be sustained at an excellent level over a long period of time.
Probationary Period
Policies about the probationary period of service apply only to faculty who are appointed on
the tenure-accruing track.
Tenure may be withheld on initial appointment to any rank pending satisfactory completion of
a probationary period of faculty service not to exceed eight years of full-time academic
service. No later than August 31 of the penultimate (seventh) academic year, all nontenured
faculty on the tenure-accruing track (and thus accruing time toward satisfaction of the
probationary period) shall be given notice that the subsequent academic year will be the
terminal year of employment (unless tenure is granted during the eighth academic year).
For purposes of calculating the period of probationary service, an “academic year” is the
period from September 1 through the following August 31. If a faculty member is first
appointed during an academic year, the probationary period begins on the following
September 1.
A faculty member does not have a right to be reappointed for the maximum probationary
period. A decision not to reappoint a tenure-track faculty member can result from an
evaluation indicating that progress toward tenure is not satisfactory. The Regents’ Rules
define the advance notification that must be given before non-reappointment.
Extension of the Maximum Probationary Period
Only full-time academic service counts toward fulfillment of the probationary period. Periods
during which a faculty member is on any kind of leave of absence do not count toward
fulfillment of the probationary period. Time spent during appointment to an administrative or
other non-academic position within UT Southwestern also does not count. When
probationary time resumes, it is cumulative with such time spent before a leave or nonacademic assignment. Prior service at other academic institutions does not count toward
fulfillment of probationary service.
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A faculty member who determines that certain personal circumstances impede his or her
progress toward demonstrating suitability for tenure may make a written request for
extension of the probationary period, specifying the reason(s) for the request. Personal
circumstances that may justify the extension include, but are not restricted to, disability or
illness of the faculty member; status of the faculty member as a principal caregiver of a
preschool child; or status of the faculty member as a principal caregiver of a disabled,
elderly, or ill member of the family of the faculty member. It is the responsibility of the faculty
member to justify the request and provide appropriate documentation within twelve (12)
months of the origination of the qualifying event.
A request for extension must be limited to one academic year, although a request for an
additional year’s extension may be made, following the established process. The maximum
duration of extension, whether consecutive or nonconsecutive, is two academic years.
Part-Time Faculty
Part-time faculty members should expect to spend a longer time in rank than do full-time
members of the faculty. While there is no formula, total time spent in service provides a
rough estimate.
The Promotion and Tenure Process
Each year in the fall, the dean of Southwestern Medical School requests nominations from
the department chairs and center directors of faculty members whose accomplishments
warrant consideration for promotion. Nominations are prepared by the department
chair/center director in conjunction with the faculty member and are submitted electronically
throughout the remainder of the calendar year. The dean reviews the nominees and
forwards to the chair of the Promotions and Tenure Committee the supporting materials for
those found appropriate for consideration. The Promotion and Tenure Committee meets
weekly from November until all nominees have been reviewed (usually the late spring).
Recommendations of the Promotion and Tenure Committee are made to the dean
immediately after the candidate has been reviewed. The dean then notifies the department
chair/center director as to whether he concurs with the Committee’s recommendation and
whether he will recommend promotion of the individual to the Board of Regents of the
University of Texas. Approval by the Board of Regents is the final step in the promotion and
tenure process. Changes in the faculty member’s academic rank and/or tenure status
become effective at the beginning of the next academic year (September 1).
Nomination for Promotion and Tenure
The following are the core components of the material that is provided to the Promotion and
Tenure Committee:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
Signed letter of recommendation from the department chair/center director to the dean
Signed letter of recommendation from the secondary appointment chair(s)/center
director(s) to the dean, if applicable
Signed letter of recommendation from the graduate program chair, if applicable
Offer from another institution, if applicable
Curriculum vitae (CV) and full bibliography
Teaching portfolio
Clinical service responsibilities, if applicable
Grant support, if applicable
Copies of (peer-reviewed) publications, if applicable
A separate description of each publication, if applicable
Professional references (four to six individuals)
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Requirements for Promotion
I. Tenure-Accruing Track
A. Basic Scientists (including those in clinical departments): Promotion to
Associate Professor
Basic scientists on this track are expected to spend the majority of their time in
research and teaching activities. Promotion to the rank of associate professor with
tenure requires that the following criteria be met:
1. Research. The candidate’s research must be excellent. The candidate must
have established a national reputation as an independent research scientist
as evidenced by multiple publications in well-respected and peer-reviewed
journals, receipt of competitive grants from national agencies, and delivery of
seminars at universities and national meetings. Additional activities that will
substantiate candidacy for promotion include publication of chapters in wellknown textbooks, editorship of respected books, membership on editorial
boards of highly respected journals, membership on peer review committees,
and/or commercialization of research findings.
2. Teaching. The candidate must participate actively in the teaching missions of
the institution and be an excellent educator. Participation includes delivery of
didactic lectures; laboratory instruction of students, fellows, and/or faculty;
service on dissertation and oral examination committees; participation in small
group teaching, journal clubs, or other regularly scheduled teaching/training
conferences;
and/or
administrative
work
related
to
courses
(director/organizer).
3. Other Activities. The candidate must be an excellent citizen within the UT
Southwestern community. Citizenship may take the form of organizing
departmental seminar series, participation in training grants, hosting outside
speakers, and/or service on essential committees or review panels.
B. Clinical Scientists: Promotion to Associate Professor
Clinical scientists on the tenure track are expected to spend a majority of their time in
research and teaching activities. Board certification in a designated area of clinical
expertise is expected, as is a reputation for clinical excellence. Promotion to the rank
of Associate Professor with tenure requires that the following criteria be met:
1. Research. The candidate’s research must be excellent. The candidate must
have established a national reputation as an independent researcher as
evidenced by multiple publications in well-respected and peer-reviewed
journals, receipt of competitive grants from national agencies, and delivery of
seminars at universities and national meetings. Research may be basic,
clinical, or translational, but it must be original, significant, and sustained.
Candidacy can also be supported by other activities such as review service for
scientific journals, membership on national review or advisory panels, and/or
commercialization of research findings.
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2. Teaching. The candidate must participate actively in the teaching mission of
the institution and be an excellent educator. Participation includes delivery of
didactic lectures; laboratory and/or clinical instruction of students, house staff,
fellows, and/or faculty; participation in small group and ward teaching;
administrative work related to courses (director/organizer); and/or active
participation in one or more Grand Round series.
3. Clinical Practice. The candidate must be an excellent practitioner.
4. Other Activities. The candidate must be an excellent citizen within the UT
Southwestern community.
C. Basic and Clinical Scientists: Promotion to Professor
Promotion to the rank of Professor on the Tenure Track requires that the candidate
meet the aforementioned criteria, have maintained scholarly productivity as an
associate professor, and have a national/international reputation for scholarly
excellence. He/she should be considered to be a leader in his/her field. Evidence of
leadership includes frequent invitations to speak at national meetings and wellrespected institutions, participation in important scientific review groups, and/or
leadership in national or international professional societies/organizations. The
candidate must be an excellent citizen, both by contributing to the necessary
functions of the school and by acting as an effective mentor of students, residents,
fellows, and/or junior faculty. The candidate is expected to have brought prestige and
honor to UT Southwestern.
II. Clinical Scholar Track
A. Promotion to Associate Professor
1. Clinical/Patient Care Activities & Teaching. The candidate is expected to spend
a substantial amount of his/her time in clinical/patient care activities and
teaching. Teaching is defined as the effective imparting of knowledge and
experience to colleagues and trainees (including medical students, graduate
students, residents, and fellows). Promotion requires that the candidate be
considered excellent to outstanding in both clinical care and teaching. The
candidate is expected to have board certification in his/her specialty.
2. Scholarly Activities. The candidate is expected to be active in the generation
and/or dissemination of knowledge related to their area of expertise. He/she
is expected to establish a consistent and sustained (over several years)
record of peer-reviewed publications in highly respected journals.
Publications may consist of (a) reports of original research; (b) descriptions of
case series; or (c) review articles. Additional activities that will enhance the
candidate’s suitability for promotion include (a) publication of chapters in wellknown textbooks of medicine and science; (b) editorship of respected books;
(c) oral and poster presentations at national or international meetings; (d)
extramural funding of the candidate’s research efforts; (e) membership on
editorial boards of highly respected journals; (f) membership on peer review
committees (e.g., study sections or professional boards); and/or (g)
commercialization of research findings.
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B. Promotion to Professor
Promotion to the rank of professor on the clinical scholar track requires that the
candidate (a) meet the aforementioned criteria, with sustained productivity as an
associate professor; and (b) have an excellent national/international reputation
among peers. The candidate is expected to have brought prestige and honor to
UT Southwestern.
C. Tenure on the Clinical Scholar Track
Tenure on the clinical scholar track can be awarded only at the level of professor.
To be granted tenure on the clinical scholar track, the candidate must have a
national reputation among peers. He/she should be considered to be a leader in
the field, as reflected, for example, by (a) participation in important scientific
review groups [NIH study sections, VA Merit Review Boards, American Heart
Association review panels, etc]; (b) a leadership position in national or
international professional societies/organizations, including major educational
organizations (e.g., specialty board examination committees, residency review
committees, etc); (c) significant participation/leadership in the acquisition of
extramural funding; and/or (d) participation on panels or committees charged with
the responsibility of writing important guidelines or consensus documents.
Through activities at the national or international level, the candidate is expected
to have brought prestige and honor to UT Southwestern. The candidate is
expected to have demonstrated good citizenship at UT Southwestern. Finally,
he/she is expected to have functioned as an effective mentor of students,
residents, fellows, and/or junior faculty.
III. Clinician Track
A. Promotion to Associate Professor
1. Clinical/Patient Care Activities. The candidate is expected to spend the great
majority of his/her time in clinical activities and patient care. Promotion
requires that the candidate be an excellent clinician. Excellence will be
assessed by the individual’s reputation among peers and trainees, and by
patient satisfaction data if available. Being sought out for consultation by
colleagues inside and outside the institution and/or being the recipient of
referrals from the community will further demonstrate excellence. Invitations
to participate in CME activities, publication of chapters in textbooks, and other
tangible expressions of clinical knowledge will be considered favorably. The
candidate is expected to have board certification in his/her medical specialty.
2.
Academic Participation. The candidate must make a measurable and valued
contribution to the department’s academic mission. This contribution may take
the form of teaching activities, which must be judged to be at least very good,
and/or participation in and support for the generation of knowledge. In the
latter case, the research group or groups must recognize the individual with
whom she/he works as an important and valued contributor, either of ideas,
execution of protocols, recruitment of patients, etc. The candidate’s suitability
for promotion will be enhanced if his/her contribution is valued sufficiently to
be included as a co-author on peer-reviewed publications.
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B. Promotion to Professor
Promotion to professor on the clinician track requires that the candidate meet the
above criteria over a sustained period of time. The successful individual will be a
highly respected and expert clinician in the area of expertise. Contributions to
teaching and/or research also must be sustained.
C. Tenure on the Clinician Track
Tenure may be awarded to individuals on the clinician track who have truly
extraordinary skills and a reputation as one of those rare physicians whose
excellence transcends the boundaries of outstanding clinical skills. In addition,
teaching or research contributions (or both) must be at a sustained level of
excellence over a long period of time. The candidate is expected to have brought
prestige and honor to UT Southwestern.
IV. Research Track
A. Promotion to Associate Professor
Candidates for promotion on the research track are expected to spend the great
majority of their time in research-related activities as an investigator and/or
coordinator/director of a basic science or clinical research program. The program
may be independent of or in conjunction with other faculty members at UT
Southwestern.
The candidate must have established a national reputation as a research scientist
as evidenced by (a) a sustained publication record in well-respected, peerreviewed journals; (b) receipt of competitive grants from national agencies (as an
independent or co-investigator); (c) delivery of seminars outside the institution; (d)
oral presentations at national meetings; (e) review service for scientific journals or
panels; and/or (f) commercialization of research findings. In addition, the
candidate’s suitability for promotion would be enhanced by participation in the
teaching missions of the institution, including (a) laboratory instruction of
students, fellows, and/or faculty; (b) delivery of didactic lectures; (c) participation
in small group teaching; and (d) participation in journal clubs.
B. Promotion to Professor
Promotion to the rank of professor on the research track requires that the
candidate meet the aforementioned criteria and have a national reputation for
scholarly excellence. He/she should be considered to be a leader in his/her field.
Evidence of leadership includes frequent invitations to speak at national meetings
or other well-respected institutions, participation in important scientific review
groups,
and/or
leadership
in
national/international
professional
societies/organizations. The candidate is expected to have brought prestige and
honor to UT Southwestern.
It is not possible to receive tenure on the research track.
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Definition of Excellence for Clinical Practitioners
To be considered an excellent clinician, a faculty member should achieve excellence in the
six competencies developed by the ACGME. UT Southwestern clinicians should strive to be
judged to be excellent in all six areas. In doing so, they should serve as role models for
medical students, residents, fellows, and colleagues.
It is important to distinguish between a “marker” of excellence and a “criterion” for promotion.
The term “marker” refers to an attribute that may be used to judge excellence in basic
competencies of clinical practice. In contrast, a “criterion” refers to a standard of excellence
in clinical practice that must be met or surpassed.
The competencies are listed alphabetically, and the markers for excellence are listed
numerically for each competency.
A. Patient care that is compassionate, appropriate, and effective for the treatment of
health problems and the promotion of health.
1) Strong local reputation among faculty and trainees for clinical excellence and
service to patients (e.g., would be comfortable with candidate being physician
for evaluator, family and loved ones).
2) Candidate is a recognized referral source in his/her area of expertise locally
and regionally.
B. Medical knowledge about established and evolving biomedical, clinical, and
cognate (e.g., epidemiological and social behavioral) sciences, as well as
application of this knowledge to patient care.
1) Demonstrates “cutting-edge” technologies and knowledge in area of
expertise; effectively transmits these new concepts to trainees.
2) Effective teacher of residents, students, other trainees, and colleagues.
3) Participates in clinical research programs. This may include enrolling patients
into clinical trials, analyzing clinical-pathological material, and contributing to
design and analysis.
4) Demonstrates involvement in transmitting clinical knowledge through
participation in lectures, postgraduate courses, and symposia.
5) Transmits new information as an author or co-author.
C. Practice-based learning and improvement that involves the investigation and
evaluation of patient care, the appraisal and assimilation of scientific evidence,
and improvements in patient care.
1) Demonstrates excellence in clinical outcomes.
2) High level of patient satisfaction.
3) Strong approval of referring physicians.
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D. Interpersonal and communication skills that result in the effective exchange of
information and collaboration with patients, their families, and other health
professionals.
1) Demonstrates excellence in ability to communicate effectively with other
health care professionals.
2) Demonstrates excellence in educating and counseling patients and families.
E. Professionalism, as manifested through a commitment to fulfilling professional
responsibilities, adhering to ethical principles, and showing sensitivity to patients
of diverse backgrounds.
1) Maintains high standards of ethical behavior.
2) Demonstrates exemplary sensitivity to age, gender, and culture of patients
and other health care professionals.
F. Systems-based practice, as manifested by actions that demonstrate an
awareness of and responsiveness to the larger context and system of health
care, as well as the ability to call effectively on other resources in the system to
provide optimal health care.
1) Participates actively in local clinical practice committees; demonstrates
leadership in these committees. Examples of such committees include
Pharmacy and Therapeutics Committees, Credentials Committees, Quality
Improvement Committees, and Blood Bank Committees, Outcomes
Assessment Committees, Audit Committees, etc.
2) Develops a reputation for delivering high quality, cost-effective patient care.
3) Collaborates well with other specialists and other health care professionals in
overall patient management.
Faculty Appointments
Appointments to positions below the level of associate professor require the approval of the
dean of Southwestern Medical School.
Appointments made at the level of associate professor or above also require the approval of
the dean of Southwestern Medical School but are first reviewed by an ad hoc subcommittee
of the Promotions and Tenure Committee. A nomination package must be prepared by the
department chair or center director to facilitate evaluation by the subcommittee; this package
should be equivalent in every way to the dossier assembled for faculty promotion. The
nomination must be given to the committee at least four weeks before the intended time of
appointment.
Any letter of understanding between a chair or center director and a prospective faculty
member should state clearly that the appointment being proposed is contingent on the
approval of the dean of Southwestern Medical School and that the candidate’s suitability for
the position will be evaluated by the Promotions and Tenure Committee if appointment is
proposed at the rank of associate professor or above.
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These policies apply to all appointments of full-time faculty members and to part-time
appointments at the level of 25% or above.
Evaluation of Faculty
Faculty members are evaluated annually. There is written documentation of this evaluation
and it must be acknowledged (signed) by the faculty member. Specific aspects of
performance are rated and then summarized in an overall conclusion. Two important
questions are part of the overall evaluation:
Is the faculty member making appropriate progress toward promotion (if applicable)?
Is the track to which the faculty member is assigned the appropriate one?
Periodic (every five years) evaluation of tenured faculty is integrated with the annual
evaluation to form a single comprehensive faculty development and evaluation process. This
evaluation is carried out by the department chair or center director, who reviews a resumé
and other relevant documents prepared by the faculty member. The results of the evaluation
are conveyed to the dean, and the dean’s conclusions are sent to the faculty member, the
department chair/center director, and the president. This evaluation should be used to
recognize and reward outstanding accomplishments or to remediate unsatisfactory
performance.
Non-Reappointment of Faculty
Appointments are generally made through August 31 of each year (or, for nine-month
appointments, through May 31). However, appointments that terminate on other dates are
also allowed.
Notice of intention not to reappoint a nontenured faculty member on the tenure-accruing
track must be given not later than March 1 of the first academic year of probationary service.
Such notice must be given not later than December 15 of the second year of probationary
service. Notice must be given not later than August 31 that the subsequent year will be the
terminal year of appointment if the faculty member has served for two or more academic
years.
A nontenured faculty member on a non-tenure-accruing track who is not going to be
reappointed will generally be given notice of non-reappointment on the following schedule:
3 months prior to the end of employment if the faculty member has performed less
than 2 years of service
6 months prior to the end of employment if the faculty member has performed less
than 5 years of service
1 year prior to the end of employment if the faculty member has performed more than
5 years of service
A research-track faculty member who is funded solely by support to a principal investigator
who has decided to leave the University or who has lost funding necessary to pay the salary
of the faculty member is not subject to specific guidelines regarding timelines for prior
notification. Nevertheless, reasonable notice of termination (e.g., 3 months) will be given
whenever possible. Similar notice should also be provided to assistant instructors and faculty
associates.
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The general guidelines noted above for notification of non-reappointment will not necessarily
be followed in conditions of financial exigency, although every effort will be made to provide
adequate notice. Similarly, financial exigency may require mid-year adjustments of salary or,
in extreme cases, termination.
If a non-tenured faculty member’s appointment is through a date other than August 31 of a
given year, it is presumed that reappointment will not occur; however, mid-year requests for
re-appointment can be considered by the dean under special circumstances.
Members of the Promotion and Tenure Committee
Members of the Promotions and Tenure Committee are professors and they are not
department chairs or the directors of autonomous research centers.
Current members of the committee are as follows:
Peter Igarashi, M.D.; P&T Committee Chair; Internal Medicine
Paul C. Mohl, M.D.; ad hoc committee Chair; Psychiatry
Michel Baum, M.D.; Pediatrics
Karen D. Bradshaw, M.D.; Obstetrics and Gynecology
Dennis K. Burns, M.D.; Pathology
Jeffrey A. Cadeddu, M.D.; Urology
Jonathan C. Cohen, Ph.D.; Internal Medicine
Byron L. Cryer, M.D.; Internal Medicine
Donald W. Hilgemann, Ph.D.; Physiology
Robin B. Jarrett, Ph.D.; Psychiatry
Jane E. Johnson, Ph.D.; Center for Basic Neuroscience
Ege T. Kavalali, Ph.D.; Neuroscience
Steven A. Kliewer, Ph.D.; Molecular Biology
Kenneth J. Leveno, M.D.; Obstetrics and Gynecology
Yi Liu, Ph.D.; Physiology
Craig R. Malloy, M.D.; Advanced Imaging Research Center
Howard Morgan, M.D.; Neurological Surgery
Margaret A. Phillips, Ph.D.; Pharmacology
W. Gary Reed, M.D.; Internal Medicine
Robert F. Reilly, M.D.; Internal Medicine
Nancy K. Rollins, M.D.; Radiology
Arthur I. Sagalowsky, M.D.; Urology
Barry E. Schwarz, M.D.; Obstetrics and Gynecology
Philip W. Shaul, M.D.; Pediatrics
Stuart J. Spechler, M.D.; Internal Medicine
Lance S. Terada, M.D.; Internal Medicine
Madhukar H. Trivedi, M.D.; Psychiatry
William W. Turner, M.D.; Surgery
Diane M. Twickler, M.D.; Radiology
Elizabeth (Sally) Ward, Ph.D.; Immunology
Michael Wait, M.D.; Cardiovascular & Thoracic Surgery
Naomi J. Winick, M.D.; Pediatrics
David W. Russell, Ph.D.; ex officio. Vice Provost and Dean of Basic Research
J. Gregory Fitz, M.D.; ex officio. Executive Vice President for Academic Affairs and Provost;
Dean, UT Southwestern Medical School
Faculty Appointment and Promotion Policies
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Implemented October 6, 2005
Revised January 10, 2006
Revised September 5, 2007
Revised December 11, 2007 (Chair Name only)
Revised July 18, 2008
Revised October 6, 2009 (P&T member names only)
Revised September 8, 2010
Revised September 1, 2011 (P&T member names/Extension of Max. Prob. Period)
Faculty Appointment and Promotion Policies
Page 14 of 14