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Engineering | Faculty Resources

Academic Personnel Actions

Academic Personnel processes are essential to faculty and academic professional’s academic careers. This site provides an overview of college-level administration of policy and procedures affecting academic personnel. If you have any questions, please feel free to contact Maggie Olson.

Vice Provost for Academic Personnel hosted site which provides forms, detailed information and instructions for each process:

Schedule of Academic Personnel Actions 2019-2020
Academic Personnel Events (Promotion and Tenure Workshops)

Marco Saraniti leading a meeting at a table full of people

2019 – 2020 Engineering Promotion and Tenure Workshops

Monday, March 23, 2020
2:00 – 4:00 p.m.
Brickyard (BYENG) 660, Tempe campus [map] Light refreshments will be served

Tuesday, March 31, 2020
10:00 – 12:00 p.m.
Goldwater Center for Science & Engineering (GWC) 487, Tempe campus [map] Light refreshments will be served

Thursday, April 2, 2020
2:00 – 4:00 p.m.
Santa Catalina Hall (SANCA) 151, Polytechnic campus [map] Light refreshments will be served

Past Workshops

2018 – 2019 Engineering Promotion and Tenure Workshops

Spring 2019 Promotion and Tenure Evaluations for Faculty Workshop slides cover

Download workshop slides (PDF)

Tuesday, March 26, 2019
2:00 – 4:00 p.m.
Goldwater Center for Science & Engineering (GWC) 487, Tempe campus [map]

Wednesday, March 27, 2019
9:30 – 11:30 a.m.
Brickyard (BYENG) 660, Tempe campus [map]

Thursday, March 28, 2019
2:00 – 4:00 p.m.
Santa Catalina Hall (SANCA) 151, Polytechnic campus [map]

2017-2018 Engineering Promotion and Tenure Workshops

Tuesday, March 20, 2018
2:00 p.m.
Engineering Research Center (ENGRC) 490, Tempe campus [map]

Wednesday, March 28, 2018
9:00 a.m.
Brickyard (BYENG) 660, Tempe campus [map]

Thursday, March 29, 2018
9:00 AM-11:00 a.m.
Century Hall (CNTRY) 146-148, Polytechnic campus [map]

Sabbatical Applications and Sabbatical Reports



Academic Affairs Manual (ACD) policies governing sabbatical leave: ACD705

Office of the University Provost Process Guide for Sabbatical Leave

The applicant will submit to the academic unit director a sabbatical application, a curriculum vitae, and any supporting data the academic unit or college requires:

  1. Sabbatical Application
  2. Curriculum Vitae
  3. Proposed Sabbatical Project (no more than 2-pages)
  4. Evaluation Letter(s) (if required by unit procedures)
  5. Resource Support Letter(s) (if required by unit procedures)
  6. Unit Director Letter
    1. For candidates proposing to use sponsored funding for compensation on the Application for Sabbatical Leave form, a comment shall be included in the director’s letter confirming that the research advancement staff of the unit has met with the candidate to discuss availability and appropriateness of use of those funds.
  7. Personnel Committee Letter (if required by unit procedures)

Engineering conducts evaluation of sabbatical proposals according to college procedures. The application will be evaluated according to the following criteria:

  1. value to the teaching program of the unit
  2. enhancement of the applicant’s effectiveness as a researcher and as an educator
  3. value to the reputation of the institution
  4. contribution to knowledge
  5. provision of outstanding public or professional service at a local or national level.

Internal letters should explicitly address but not be limited to the following:

  1. the application is judged worthwhile
  2. there is a high probability that the applicant will succeed as proposed
  3. the department’s program of teaching and advisement will be maintained during the applicant’s absence. (College level letter does not address this)
Faculty evaluations, including Annual Feedback on Progress Toward Tenure

Faculty evaluations

ACD 506–10: Annual Evaluations of Faculty

Guidelines for annual performance evaluation – Please note that clarification noted with “*” are Engineering specific

Key Points:

  • Should be done for all Faculty appointed at 50 percent FTE and greater, regardless of appointment category.
  • Annual evaluations for faculty should be completed each year by the end of March.
    *This includes a summary page with your faculty scores along with signed top sheets.
  • The review should cover the previous 36 months, with substantial emphasis on the current year.
    *This includes faculty who have taken leave during the previous 36 months. Please adjust the weighted averages appropriately.

Director role –

  1. notify faculty of what performance evaluation material is needed and the deadline for submission
  2. provide work load assignments and individual faculty evaluation material to the peer review committee and establish a deadline for submission of the evaluation recommendation back to the Director
  3. provide a written evaluation to each faculty member that comments on strengths, weaknesses, needed improvement, opportunities for growth, and expectations for future distribution of effort and performance
  4. include in evaluations of tenure-eligible and those not yet at professor rank a statement indicating that the procedures for annual evaluation are not the same as those for a tenure or promotion review
  5. assure that all work load/flexible performance arrangements are specified for the next year after each evaluation
  6. provide the evaluations of individual faculty to the Dean as may be required by college bylaws.

Annual Feedback on Progress Toward Tenure

Refer to ACD 506–03: Faculty Probationary Appointments (

In addition to the meeting you have with the TT faculty member, and the performance evaluation that you normally write, you should provide written feedback about the “progress toward tenure”. This feedback can be contained in the same document of the performance evaluation, but it must be “distinct” from the performance evaluation language. For example, you can use a section heading or a subtitle differentiating the performance evaluation from the “progress toward tenure” feedback.

In terms of content, the assessment of “progress towards tenure” should be evaluating the progress of the candidate toward a balanced set of achievements contributing as a whole to the development of her/his professional personality. In other words, beyond the usual quantitative analysis of the individual activities (papers, proposals, student evaluations, etc.), the whole package needs to be well balanced.

Curriculum Vita Template