Faculty and Librarian Personnel Processes

The first year of a faculty appointment serves as an important period of transition, professional development, and preparation for future reappointment reviews. While there is no formal reappointment review process during the first year, faculty members are strongly encouraged to begin organizing and documenting their accomplishments in teaching, scholarship, and service in preparation for their second-year reappointment packet. Early preparation will help faculty develop a clear record of their progress and ensure readiness for future review and evaluation processes.

Second-year reappointment is the first formal review in the probationary period leading to tenure. The review offers faculty an opportunity to demonstrate their development and accomplishments in teaching, scholarship, and service, while reflecting on their progress toward meeting departmental, college, and University expectations. Candidates should present a clear narrative that highlights achievements, addresses areas for continued growth, and outlines goals and plans for future professional development. Well-organized materials, supported by evidence and presented through clear headings, summaries, and tables where appropriate, will assist reviewers in understanding the scope, impact, and trajectory of the candidate's work. 

The third-, fourth-, and fifth-year reappointment reviews are important milestones in a faculty member’s progression toward tenure and continued academic success. The reappointment packet should serve as a clear and persuasive argument for reappointment, drawing on your understanding of the expectations associated with your current stage of review and demonstrating your contributions as a teacher, scholar, and servant to the department, college, University, discipline, and broader communities you support. Strong narratives present clear claims supported by specific evidence and accomplishments, using accessible language that can be understood by readers from a variety of academic backgrounds. 

Faculty are encouraged to highlight their achievements and provide context that helps reviewers understand the significance and impact of their work. Reflection is also an important component of the review process; candidates should acknowledge areas for growth and discuss how they are addressing challenges or opportunities for improvement. 

In addition, faculty may discuss future goals, planned scholarly activities, and professional aspirations to demonstrate continued growth and a positive trajectory toward tenure. To enhance readability, candidates are encouraged to organize their narratives using headings, tables, and concise summary statements that guide reviewers through the document and emphasize key accomplishments and outcomes.

Tenure and promotion

Promotion

A sabbatical leave is intended to support faculty members and librarians in pursuing research, scholarship, creative activities, professional development, and other academic projects that contribute to their professional growth and the advancement of the University’s mission and goals. The sabbatical process is designed to provide dedicated time for activities such as conducting research, developing scholarly or creative works, collaborating with other institutions or organizations, and engaging in professional or academic travel. It should result in meaningful outcomes that benefit both the individual and the University.

The Faculty Range Adjustment Program recognizes and rewards sustained professional achievement, continued growth, and significant contributions to the University by providing eligible faculty members with an opportunity to advance to a higher salary range within their current rank. 

Range adjustment is available to tenured faculty members who have completed at least three years in their current rank or range and who have not received a promotion or range adjustment during the preceding three years.

Applicants must demonstrate outstanding accomplishments in the areas defined by the Faculty Roles and Expectations document, with eligibility and evaluation criteria varying by rank. 

Limitations/Considerations

• A candidate cannot receive a range adjustment and promotion within the same year.
• A successful range change application “resets the clock” – that is if you apply for promotion after a range change, your period of review will be from the date of the range change to the date of your promotion application

Criteria

1. The Assistant Professor who has not achieved the rank of Associate Professor but has demonstrated outstanding accomplishments applicable to two (2) of the three (3) criteria set forth in the applicable Faculty Roles and Expectations document.
2. The Associate Professor who has not yet achieved the rank of Full Professor but has demonstrated outstanding accomplishments applicable to at least two (2) of the three (3) criteria set forth in the applicable Faculty Roles and Expectations document. 
3. The Full Professor who has demonstrated outstanding accomplishments in all three (3) of the criteria set forth in the applicable Faculty Roles and Expectations document either during the period following promotion to Full Professor or the most recent range adjustment within the rank of Full Professor.
    

Note 1:  Faculty hired as senior faculty: Faculty who wish to be considered for a range change who were hired at full professor and thus have not gone through a promotion or range change adjustment procedure at Montclair should select option #3.

Note 2: Evidentiary Limits: Evidence submitted to meet the criterion shall be limited to accomplishments since either your most recent promotion or most recent range adjustment.  Evidence from a prior rank or range at Montclair State University, or prior employment at another organization or institution of higher education will not be considered as evidence of meeting the criterion.