Faculty Affairs

Personnel Reviews and Deadlines

Personnel reviews are conducted annually for all faculty members. The review is aimed at evaluating faculty in the following areas: research, publication, applied scholarship, creative works, teaching, service, and program administration. The purpose of the review is also to provide necessary feedback to further enhance faculty development and performance. Finally, personnel reviews are an additional evaluative tool used in determining annual merit increases. Third-year and tenure reviews are for pre-tenure faculty only and are mandated by the University. The third-year review provides a mid-career appraisal of the candidate's teaching, scholarship and service and includes the solicitation of evaluations from experts outside the University.  The tenure review, which usually takes place in the sixth year on the tenure-track, is a thorough and rigorous academic personnel review process.  It spans the entire career of the candidate and leads to the Provost's decision on whether or not to award tenure.  All of the above reviews require the input of the faculty candidate, department chair, department personnel committee, and the Dean. 

Annual Reviews

All faculty including untenured faculty are reviewed annualy as part of the AMI process. Untenured faculty who successfully pass the Third-Year Review are eligible for the Goddard Award.

 Timetable for Annual Reviews

January 16, 2015: Submission by chairs of description of peer review process, including department evaluation criteria and the plan to distinguish relative merit ratings to the Dean for review and approval.

February 2, 2015: Distribution to the faculty of the Faculty Professional Activities form; the timetable for faculty evaluations; Guidelines for Faculty Salary Recommendation and department criteria for evaluation.

March 23, 2015: Faculty submit Faculty Professional Activities Form to the department chair.

April 13, 2015: Evaluations by department peer review committee completed and submitted to department chair for review and salary recommendation.

April 27, 2015: Submission to the Dean of all performance, recommendationsof the department chair and supporting materials by the department chair.


Click here for the complete Personnel Policies and Procedures for Promotion, Tenure, and Review of Faculty.

 Promotion and Tenure

The decision to grant tenure is one that is of central importance to an institution of higher education, where the quality of education is dependent upon the strength of the quality of the individuals appointed as members of the faculty.  The duty of the tenured faculty to give advice on decisionsn of tenure following a rigorous and effective review is perhaps their highest responsibility.  The process begins with their review, and it is highly dependent upon their thoroughness, fairness and rigor.  There are no absolute criteria, given that individual personnel decisions are unique.  However, the process must be on that is governed by clear, object, and equitable standards and procedures.  At The Steinhardt School of Culture, Education, and Human Development faculty personnel decisions are based on consideration of quality of performance in relation to the achievement of the goals of the School in research, publication, creative work, instruction, and service.  Service is considered with regard to the School, to the department, to the procession, and to the community through work in schools, health care settings, and cultural institutions. 

Third Year Reviews

The purpose of the third year review is to provide junior faculty with constructive feedback and a candid assessment of their progress towards tenure.  At least three letters are solicited from external reviewers, who are experts in the faculty member's discipline.  The process itself, along with the feedback they receive, are meant to be a mechanism to help enhance the areas in which they may need improvement so that their chances for a successful tenure review are maximized.  The materials which will comprise the third year review docket, will be reviewed by the department chair, members of the department personnel committee, and as mentioned above, external review experts.

Sample Soliciation Letter for External Reviewers

The Tenure Clock

Click here for a timetable based on rank, date of hire, and prior service.

 Tenure Clock Stoppage

Available to Faculty
Office of Academic Appointments
Web: nyu.edu/oaa

Tenure Clock Stoppage will be automatically granted for up to two semesters for the parent primarily responsible for the care of a newborn child, newly adopted child, or new foster care or guardianship placement.Tenure Clock Stoppage may also be granted for a cumulative maximum of two semesters during the probationary period for any one of, or combination of, the following personal reasons: primary caregiver of a child, parent, spouse / registered domestic partner in health crisis of extended duration; illness/disability leave; or personal leave.