Reappointment of Tenure-Track Faculty

How the Reappointment Process Works

At Georgia Tech, reviews related to reappointment, promotion, and tenure (RPT) are either "administrative reviews" or "full reviews."  Promotion and tenure cases require a full review. This means that the review occurs at all levels of the school, college, and Institute. Normally the third year reappointment review is also a full review (also referred to as a “critical” review).

Administrative Reviews

All tenure-track faculty members in their first, second, fourth, fifth, and sixth tenure-track years undergo a yearly review or “administrative” review.  These reviews are internal to the college and there are no committees or external letters of reference requested.  The school chair reviews the work of the individual faculty member and makes a recommendation regarding reappointment.  The school chair’s decision is forwarded to the dean, who then also makes a decision regarding reappointment.  If the decision is positive at both levels, the Dean then writes a letter indicating to the faculty member his/her reappointment. The letter from the Dean is forwarded to the school chair for distribution to the reappointed faculty member.

If the reappointment decision is negative at either the school chair or Dean level, then the President reviews and decides on reappointment. The letter from the President is forwarded to the Dean for distribution to the school chair and faculty member.

Critical/Full Reviews

During the third full year in the tenure track, a complete review of credentials and work is required. This is a “critical” or “full” review. The information concerning critical/full reviews follows.

Process and Package Contents for Critical Review

See Section 3.3.4 of the Faculty Handbook for further details.

  1. Packages are prepared by the candidate and submitted to the school chair containing the following: (about August)
    1. Candidate’s Biographical Sketch (1 paragraph) - This is a summary of the candidate’s career at Georgia Tech. It should be a short paragraph, no more than 150 words in 12 point font or larger, written in the third person. The first sentence should state the candidate's name, current rank, and school. The biosketch should explain the candidate’s research area briefly, including why it is important. It should list the candidate’s degrees; give a general description of his or her educational and scholarly activities; and name a few major awards if the candidate has received them. A sentence or two on impact can be included.
    2. Candidate’s Statement of Completeness - It is the candidate’s responsibility to prepare and review his/her package after it is assembled and sign a statement to that it is accurate and complete.
    3. Candidate’s Statement of Most Noteworthy Accomplishments - TThe statement should provide perspective on the candidate’s accomplishments at Georgia Tech with regard to teaching, research, and service. The narrative should be written in the third person, with a three page minimum and five-page maximum limit with one inch margins, standard single-spaced, and 10 pt minimum font.
    4. Candidate’s Vita In Standard Format – Refer here for format.
    5. Candidate’s Summary of Instruction Opinion Survey (CIOS) - A summary of all courses taught by the candidate at Georgia Tech must be included in table format. 
    6. Five Intellectual Products – Candidates are required “to submit evidence of three to five examples of their relevant, creative capabilities.  These may include published papers, books, software, patents, art productions, or other relevant examples.” (GT Faculty Handbook, Section 3.3.9)  These are submitted for evaluation by the area committee.
  2. Critical Review Reappointment Cover Sheet (provided by School RPT Administrator and Dean's Office)
    Cover sheet for Reappointment is added by the school RPT coordinator to the submitted documents.
  3. Area Committee’s Letter (provided by committee chair – about October)
    The area committee’s letter should provide an in-depth assessment of the candidate’s most scholarly accomplishments in their field.  This assessment is independent of the external letters of reference, and no vote is taken.  The outcome is forwarded to the school chair.
  4. School Committee’s Recommendation Letter (provided by committee chair – about November)
    The school committee’s letter should comment on all review criteria considered for reappointment – scholarship, teaching, and service.  The committee will carefully review the candidate’s package and recommend, by vote, the outcome to the school chair.  Split votes should be explained in the letter submitted.
  5. School Chair’s Recommendation Letter  (provided by school chair – December)
    The school chair will carefully assess each candidate’s performance, addressing (1) scholarship, (2) teaching, and (3) significant service contributions to their profession, and school, college or Institute.  The chair’s recommendation will be forwarded with the rest of the candidate’s packet to the dean’s office for review by the College RPT Committee.
  6. College Committee’s Recommendation Letter (provided by committee members – January)
    The college committee’s letter will review the candidate’s package, including the previous letters (area, school, and chair), vote, and contain a recommendation to the dean.  This letter should include a summary of the deliberations of the committee, explaining split votes, for each candidate.  This letter is then forwarded to the dean.
  7. The deans and school chairs meet to review the packages and advise the dean. (January)
  8. Dean’s letter of recommendation to the Provost.  (February)
    The Dean reviews all of the packages and makes his recommendations to the Office of the Provost. This letter completes the College of Engineering portion of the process.
  9. Provost’s Committee (Institute Promotion and Tenure Committee; meets in March/April)
    This is an advisory committee to the Provost.  They will review the packages of all candidates from the institute, record their votes, and forward their recommendations to the Provost.
  10. Office of the Provost
    The Provost considers all the information that has been compiled for each candidate and transmits his/her recommendation to the President. 
  11. Office of the President (April/May)
    The President reviews the documentation presented and forwards his/her recommendation.  The faculty member is then notified by letter from the President, through the dean’s office.  

Criteria for Critical Review

See Section 3.3.4 of the Faculty Handbook for further details.

In the third tenure-track year, faculty members undergo a complete review of credentials and intellectual contributions. These reviews are considered “critical” or “full” reviews.  Critical reviews are identical to the tenure and promotion review with the exception of the waiver and the external letters of reference, which are notneeded. The purpose of a full review is to counsel and prepare the faculty member for the upcoming tenure review process and address issues that may need improvement.

A “full” review is necessary in those reappointment cases for which a faculty member:
is in his or her third year of tenure-track service, receives a negative recommendation from any administrative level, is in his or her terminal year and requests such a review, received a warning in a full review in the previous year, or requests such a review or his or her school chair requests such a review.

Eligibility for Critical Review

See Section 3.3.4 of the Faculty Handbook for further details.

Tenure-Track faculty members who are in their third tenure-track year are eligible for a critical review. These three years must be successive, full time, and uninterrupted. Eligibility in other cases is specified in the previous section “Criteria for Critical Review.”

Decisions for Critical Review

See Section 3.3.4 of the Faculty Handbook for further details.

Each recommendation will specify one of four outcomes: 

Reappointment: Positive review, faculty member will continue to fourth year.
Reappointment with counseling: The candidate’s academic performance, in most respects, is positive and appropriate, but some improvements are needed prior to the tenure decision year.
Reappointment with warning: Some substantial adjustments must be made in the candidate’s academic performance if the outcome of the tenure decision is to be positive.
Non-reappointment: The candidate will not receive a contract to beyond the following academic year.